Westwood

Show detailed information about district and contract

District	Westwood
Shared Contract District
Org Code	3350000
Type of District	Municipal K12
Union Affiliation	MTA
Most Recent Document	Contract
Expiring Year	2009
Expired Status	new document not ready
Superintendency Union
Regional HS Members
Vocational HS Members	Blue Hills RVTSD
County	Norfolk
ESE Region	Greater Boston
Urban
Kind of Community	economically developed suburbs
Number of Schools	8
Enrollment	3100
Percent Low Income Students	4
Grade Start	PK or K
Grade End	12

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Westwood

CONTRACTUAL AGREEMENT

BETWEEN

THE WESTWOOD SCHOOL COMMITTEE

AND

THE WESTWOOD TEACHERS' ASSOCIATION

2006/2007

2007/2008

2008/2009

PREAMBLE

This agreement is made and entered into this _________ day of __________________ between the Westwood School Committee and the Westwood Teachers' Association for the three-year period of September 1, 2006 through August 31, 2009, represented by Articles I-XXV and the side letters appended to this agreement.

---------------------------- -----------------------------

Richard J. Bernazzani, President John H. Gottschalk, Chairman

Westwood Teachers' Association Westwood School Committee

ARTICLE I

NEGOTIATION PROCEDURE

A. By October 15th of the school year in which the contract expires, the chosen representatives of each group, the Westwood School Committee and the Westwood Teachers' Association, shall meet to propose such matters as each may feel necessary. Each group shall make a genuine and exhaustive effort to reach agreement upon whatever proposals are made, and, except under extraordinary circumstances and by mutual agreement, all financial agreements shall be understood to apply to contracts commencing in September of the following year. All other matters will go into effect on September 1st except that, by mutual agreement, a provision may go into effect on a specified date.

B. Negotiations shall include salaries, fringe benefits, hours, establishment of optimum class sizes and teacher loads, ancillary programs, such as summer school and evening school, teacher evaluation procedure, standards of productivity and performance, reduction in force, sick leave, and sabbatical leave. These specific matters do not constitute a limitation on matters which may be discussed, but merely indicate some areas which are clearly of great and primary importance. Either the School Committee or the Westwood Teachers' Association may make any proposal which seems proper during the course of the negotiations. Federal, State, and privately funded programs are excluded from negotiations.

C. In the event that a position is established and a salary agreed upon as part of the negotiations agreement it shall not be changed in scope or changed in basic salary except by agreement between the Westwood School Committee and the Westwood Teachers' Association. If a position is deleted the holder thereof, if on professional status will be placed in a suitable position.

D. If the negotiations described in this section should reach an impasse by April 1st, both parties agree to follow the procedure described in Chapter 763 of the Acts of 1965, as amended by Chapter 150E, Section 1 through 11, Acts of 1975.

E. Both parties agree to develop an agenda for each session of negotiations in order to ensure that each party will have had ample opportunity for mature and careful consideration of any proposal which is to be discussed.

ARTICLE II

RECOGNITION

The Westwood School Committee recognizes the Westwood Teachers' Association as the sole representative of Unit A of the certified personnel employed in the system, excepting only the Superintendent, Assistant Superintendent, Director of Curriculum, Instruction & Staff Development, Principals, Assistant Principals, Director of Education Technology, Director of Student Services, Pre-K-5 Chairman of Student Services, and other administrative personnel. These represented persons include classroom teachers, generic teachers, speech therapists, psychologists, guidance counselors, librarians, reading teachers, adjustment counselors, team leaders, staff development persons, middle school curriculum coordinators, art teachers, music teachers, teachers of the handicapped and physical education teachers. Also represented as Unit B are department heads and directors. Also represented, in the event of creation of new positions, would be persons holding any new position of an essentially teaching nature and subject to state professional status laws. No other professional or non-professional personnel or non-unit special activities and coaching personnel are represented by the Westwood Teachers' Association. Unless otherwise indicated, the employees in the above Units A and B will be hereinafter referred to as "teachers".

ARTICLE III

TEACHERS’ SALARY SCHEDULE

WESTWOOD PUBLIC SCHOOLS

9/1/2006 - 1% on Steps/1.75% top Step

STEP	BACH	B+15	MA	M+15	M+30	M+45	M+60	PHD
A	38,732	39,485	40,023	41,363	43,524	45,499	47,471	53,914
B	39,256	40,385	41,134	42,302	44,675	46,647	48,624	55,065
4	41,166	42,347	43,534	44,916	47,285	49,267	51,239	57,682
5	43,670	45,049	46,042	47,420	49,798	51,765	53,351	59,793
6	45,647	47,028	48,012	49,400	51,765	53,746	55,722	62,162
7	47,622	49,006	49,994	51,374	53,746	55,325	57,696	64,135
8	49,201	50,580	51,574	52,954	55,325	57,300	59,276	65,717
9	51,765	53,152	54,139	55,722	57,897	60,070	61,848	68,289
10	53,549	54,533	55,922	57,299	59,676	61,649	63,620	70,063
11	55,524	56,461	58,090	59,276	62,042	63,620	65,604	72,044
12	57,499	59,276	60,272	61,649	64,414	65,962	67,974	74,416
13	58,690	60,554	63,324	64,914	67,080	68,941	70,941	77,384
14	59,874	61,832	66,390	68,173	69,753	71,925	73,897	80,340
15	62,042	63,827	68,764	70,737	72,315	74,499	76,473	82,914
16	65,256	67,072	72,321	74,337	75,955	78,185	80,203	86,791

Westwood Salary Schedule

9/1/2007 2.50%


STEP	BACH	B+15	MA	M+15	M+30	M+45	M+60	PHD
A	39,701	40,472	41,024	42,397	44,612	46,637	48,658	55,262
B	40,237	41,394	42,163	43,359	45,792	47,813	49,840	56,442
4	42,195	43,406	44,622	46,039	48,467	50,498	52,520	59,124
5	44,762	46,175	47,193	48,605	51,043	53,059	54,685	61,288
6	46,788	48,203	49,213	50,635	53,059	55,090	57,115	63,717
7	48,812	50,231	51,244	52,658	55,090	56,708	59,139	65,738
8	50,431	51,844	52,863	54,278	56,708	58,733	60,758	67,360
9	53,059	54,481	55,493	57,115	59,345	61,571	63,395	69,996
10	54,888	55,896	57,320	58,732	61,168	63,191	65,210	71,814
11	56,912	57,873	59,542	60,758	63,593	65,210	67,244	73,845
12	58,937	60,758	61,779	63,191	66,024	67,611	69,673	76,276
13	60,157	62,067	64,907	66,537	68,757	70,664	72,715	79,319
14	61,371	63,378	68,050	69,877	71,496	73,723	75,744	82,349
15	66,888	68,748	74,129	76,195	77,854	80,139	82,209	88,960

Westwood Salary Schedule 9/1/2008 - 2%

STEP	BACH	B+15	MA	M+15	M+30	M+45	M+60	PHD
A	40,495	41,282	41,844	43,245	45,504	47,570	49,631	56,367
B	41,042	42,222	43,006	44,227	46,708	48,769	50,837	57,571
4	43,039	44,274	45,515	46,959	49,437	51,508	53,571	60,307
5	45,657	47,099	48,137	49,577	52,064	54,120	55,779	62,514
6	47,724	49,167	50,197	51,648	54,120	56,192	58,257	64,991
7	49,788	51,236	52,269	53,711	56,192	57,842	60,321	67,053
8	51,440	52,881	53,920	55,364	57,842	59,907	61,973	68,707
9	54,120	55,571	56,602	58,257	60,532	62,803	64,662	71,396
10	55,986	57,014	58,466	59,906	62,391	64,454	66,515	73,251
11	58,050	59,030	60,733	61,973	64,865	66,515	68,589	75,322
12	60,116	61,973	63,014	64,454	67,345	68,963	71,067	77,802
13	61,360	63,309	66,205	67,867	70,132	72,077	74,169	80,905
14	62,598	64,646	69,411	71,275	72,926	75,198	77,259	83,996
15	68,226	70,123	75,611	77,719	79,411	81,742	83,853	90,740

Westwood Salary Schedule

14th paycheck 08-09 School year-1.75%

STEP	BACH	B+15	MA	M+15	M+30	M+45	M+60	PHD
A	41,203	42,004	42,577	44,001	46,301	48,402	50,499	57,353
B	41,760	42,961	43,758	45,001	47,525	49,623	51,726	58,578
4	43,792	45,049	46,311	47,781	50,302	52,410	54,508	61,362
5	46,456	47,923	48,979	50,445	52,975	55,067	56,755	63,608
6	48,559	50,028	51,075	52,552	55,067	57,175	59,277	66,128
7	50,660	52,133	53,183	54,651	57,175	58,854	61,377	68,227
8	52,340	53,807	54,864	56,333	58,854	60,956	63,057	69,909
9	55,067	56,543	57,593	59,277	61,591	63,902	65,794	72,646
10	56,965	58,012	59,489	60,955	63,483	65,582	67,679	74,532
11	59,066	60,063	61,796	63,057	66,000	67,679	69,789	76,640
12	61,168	63,057	64,117	65,582	68,523	70,170	72,310	79,163
13	62,434	64,417	67,364	69,055	71,360	73,339	75,467	82,321
14	63,694	65,777	70,626	72,522	74,203	76,514	78,611	85,466
15	69,419	71,350	76,935	79,079	80,801	83,173	85,320	92,328

Salary Rate for Payment 08-09 School Year – (Blended)
STEP	BACH	B+15	MA	M+15	M+30	M+45	M+60	PHD
A	40,849	41,643	42,210	43,623	45,902	47,986	50,065	56,860
B	41,401	42,592	43,382	44,614	47,117	49,196	51,282	58,074
4	43,415	44,661	45,913	47,370	49,869	51,959	54,039	60,834
5	46,057	47,511	48,558	50,011	52,519	54,593	56,267	63,061
6	48,141	49,598	50,636	52,100	54,593	56,683	58,767	65,560
7	50,224	51,684	52,726	54,181	56,683	58,348	60,849	67,640
8	51,890	53,344	54,392	55,848	58,348	60,432	62,515	69,308
9	54,593	56,057	57,098	58,767	61,061	63,352	65,228	72,021
10	56,476	57,513	58,978	60,431	62,937	65,018	67,097	73,891
11	58,558	59,547	61,265	62,515	65,433	67,097	69,189	75,981
12	60,642	62,515	63,565	65,018	67,934	69,567	71,689	78,482
13	61,897	63,863	66,785	68,461	70,746	72,708	74,818	81,613
14	63,146	65,211	70,018	71,899	73,564	75,856	77,935	84,731
15	68,822	70,737	76,273	78,399	80,106	82,457	84,586	91,534

ARTICLE III

SALARY AND OTHER COMPENSATIONS

A. TEACHER EMPLOYMENT

PLACEMENT ON THE SALARY SCHEDULE

Upon initial employment, full credit shall be given for relevant course work. Teachers with previous teaching experience in the Westwood Public Schools shall, upon returning to the System, receive full credit on the salary schedule for all outside teaching experience, Peace Corps work, and military service as provided by law. Teachers who have not been engaged in teaching on a full-time basis shall, upon returning to the System, be restored to the next position on the salary schedule above that at which they left, subject to Section B of this Article.

B. ANNUAL INCREMENTS

1. Increments are automatic only when in the judgment of the School Committee administrative evaluations support successful professional performance. A withheld increment may be restored when in the judgment of the School Committee, through evaluation by the Administration, the improvement in performance warrants such action. Satisfactory performance in a successive year may or may not be the basis for restoration of the lost increment. Lost increment restoration in a successive year is dependent on the positive performance of the individual and the elimination of negative factors that led to the withholding of the increment and is not automatic upon earning the successive year's increment. However, if the teacher receives two consecutive years of effective evaluations, the lost increment will be restored in the next contract.

2. Step increments will be awarded on September 1st upon successful evaluation to those teachers who have worked more than 50% of the previous school year.

3. In the case of a withheld increment, the adjustment to the new schedule shall not be considered part of the withheld increment.

C. A teacher with an earned Masters Degree from an accredited institution will be eligible for the Masters+30 salary when he/she has completed or earns thirty credits which conform to the following requirements:

1. The teacher takes at least nine (9) credits from district-sponsored or on-site courses. This does not imply any cap on the number of district-sponsored courses a teacher may take. One (1) district-sponsored credit shall be equivalent to one (1) graduate credit for the purpose of credit accumulation toward higher salary status.

2. If a teacher wants to take a college course that is equivalent, in the judgment of the Superintendent, to a Westwood district-sponsored course, the teacher will be permitted to substitute the college course for the district-sponsored course.

3. The Westwood Public Schools will offer a minimum of two (2) three credit district-sponsored courses per school year.

4. If a teacher completes a degree program (Master’s, CAGS, CAES, etc.) that requires 30 or more graduate credits, then the teacher will not be required to meet the nine (9) district-sponsored credit requirement in order to change salary lane.

5. Up to nine (9) undergraduate credits in a teacher's subject area discipline may be substituted for graduate credits when, in the judgment of the Superintendent, the undergraduate credits are more beneficial to student learning than available graduate credits would be.

D. MID-YEAR HORIZONTAL ADJUSTMENT

1. Horizontal adjustment to a teacher’s contract will be made on September 1st and February 1st of the contract year whenever approved credit accumulation entitles the teacher to move to the next higher category. Financial adjustment will be accomplished by issuing a new adjusted contract with the complete pro-rated payment for the new category.

2. Credits earned to meet Bachelor's Degree or the basic teacher's license may not be applied as credits beyond the Bachelor's Degree.

3. Graduate credits to be applied toward a change to a higher salary category must be earned after the awarding of the highest degree.

E. LONGEVITY

1. Longevity payments begin in the twenty-fifth year of cumulative service in the Westwood School System. Longevity payments shall be made in a lump sum no later than the first pay period in December of each year.

2. Longevity payments will be as follows:

Effective 9/1/06 Effective 9/1/08

years 25-29, inclusive, $750.00 $1,250.00

years 30-34, inclusive, $1,250.00 $1,750.00

years 35+, $2,000.00 $2,500.00

3. Alternative Longevity:

Bargaining unit members, who have completed twenty (20) years of service in the Westwood Public Schools, may elect longevity payments of $3,000 per year for three (3) consecutive years that follow acceptance under the provisions of Article III (E)(3). Longevity payments set forth in Article III (E)( 2) and Article XIV will cease upon acceptance under this provision. Bargaining unit members will be entitled to the entire sum of $9,000 regardless of date of termination. Payment will continue until the remaining credit is exhausted, if an entitled unit member is terminated. A written application for alternative longevity must be filed with the administration within thirty (30) days of the ratification of this agreement. Thereafter, all such written applications must be submitted no later than January 1 of the school year prior to the school year such alternative longevity is to commence.

F. CURRICULUM DEVELOPMENT AND CURRICULUM SALARY SCHEDULE

1. Curriculum projects, unless scheduled during the regular school day, shall be considered voluntary, extra, paid work and shall involve the creation or major revision of course and grade-level curriculum guides, course syllabi and other instructional outlines. Faculty members interested in undertaking such curriculum projects, either individually or in groups and either outside the normal school day or during the summer months, shall apply in writing to the Superintendent. Payment for said work shall be made by one lump-sum check within fifteen (15) days of the Superintendent's submission of the completed curriculum project to the School Committee. Teachers shall be paid within 15 days provided that they submit an appropriate request for payment to the Superintendent no later than June 1. The district will send a reminder to members of the date for submission.

2. Curriculum Development salaries for projects of the types mentioned above shall be paid at the rate of $30.00 per hour for school years 2006-2007 and 2007-2008, and effective for school year 2008-2009, $32.00 per hour, not to exceed a total amount for the project that the parties agree to in advance.

3. CURRICULUM DEVELOPMENT WORKDAY

Length of Workday 8:00 A.M. to 4:00 P.M.

(one hour for lunch)

Half Day Session 8:00 A.M. to 11:30 A.M.

G. SUMMER SCHOOL

1. The salary for summer school teachers shall be calculated as follows:

each high school, credited course =$1,000.00

each two-week middle school course =$1,000.00

each two-week rotation =$1,000.00

each mini-course = $ 500.00

2. For the life of this Agreement, the Director of the Summer School and the Assistant Superintendent shall recommend to both parties an annual increase in the stipends paid to summer school personnel. If mini-courses are offered by the Summer School, salaries shall be pro-rated accordingly.

H. PART-TIME TEACHERS

1. The Committee may employ a new teacher, or an existing teacher with such teacher's approval, at less than a full-time position. The pay for such part-time position shall be adjusted accordingly. In addition, teachers may be involuntarily reduced from full-time to part-time, subject to the criteria of Article V (REDUCTION IN FORCE).

2. Seniority Rights: Part-time teachers shall accrue seniority in accordance with Article V, Section B.

3. Recall Rights: Part-time teachers who have been laid-off shall be recalled in accordance with Article V, Section F.

4. All benefits shall be figured on the same basis as compensation, or where regulated by statute, in accordance with applicable law.

I. INSTRUCTORS FOR DISTRICT SPONSORED AND ON-SITE COURSES

Any person covered by this agreement and hired to teach a district-sponsored or on-site course or to lead activities related to professional development shall be compensated as follows:

Book group discussion facilitator $10/hour

Work group leader $10/hour

Course instructor $90/hour

Course co-instructor (limit 2) $60/hour

Instructors, leaders and facilitators will be paid for class hours only. If a course is cancelled by the employer less than 2 weeks in advance and will not run, presenters may, upon request, be paid a maximum of 25% of the agreed upon total salary for the course. If the course is cancelled more than two weeks in advance, presenters will receive no compensation.

J. PROFESSIONAL POSITIONS

In addition to receiving his/her normal teaching salary, each position outlined below shall be paid the corresponding stipend, payment of which shall be distributed throughout the year during the normal pay periods. In the event that a teacher serves less than a full work year, the stipend shall be pro-rated accordingly. In addition, the positions shall be considered as one-year appointments and renewal for these positions shall be subject to appointment by the principal.

1. Elementary 2006-2007 2007-2008 2008-2009

1% 2.5% 2.9% (Blended)

Curriculum Leaders $2,577 $2,743 $2,823

Grade Level Leader $1,364 $1,398 $1,438

2. Middle School

Team Leader $4,596 $4,710 $4,847

Curriculum Coordinator $4,596 $4,710 $4,847

3. High School

AP Coordinator $657 $673 $692

SAT/PSAT Coordinator $657 $673 $692

Summer School Director $5,255 $5,694 $5,859

MCAS Coordinator $657 $673 $692

Auditorium Manager $3,646 $3,737 $3,846

Prodigy Program Director $7,807 $8,002 $8,235

Graduation/Class Day

Coordinator $1,505 $1,543 $1,587

Student Fund Manager $4,181 $4,286 $4,410

K. Job Sharing

Teachers interested in job sharing may make proposals to the Superintendent. Final job sharing agreements shall include provisions related to day and year of the participants, compensation and working conditions. A currently employed, full-time teacher who participates in job sharing in a given year will take a temporary, part-time leave of absence from his/her position, and shall retain the right to return to a full-time position the following year.

ARTICLE IV

FACULTY LOAD

A. TEACHER LOAD - HIGH SCHOOL

1. No high school teacher shall be assigned more than five (5) majors or their equivalent, nor be required to teach more than three separate preparations per day. If the three-preparation limit is exceeded as a result of scheduling difficulties, a teacher thusly affected will be relieved of supervisory duties. In any event, no secondary teacher shall be scheduled less than one (1) unassigned preparation period or its equivalent each day.

2. Any high school teacher assigned to teach an AP class, science class with multiple double labs per cycle or an English class involving composition work will be assigned no more than 4 classes. Beginning in 2004-2005, any high school teacher assigned to teach one of the following classes will be assigned no more than four (4) classes: a science class with multiple double labs per cycle, an English class involving composition work, or a writing-intensive AP class with a class size that exceeds the school committee guidelines set in October, 1998. The remaining time, 7 blocks in any cycle shall be committed to the preparation of said subject, the preparation to be carried out in an appropriate place within the building. The above shall not apply to department heads.

3. All high schools teachers shall be given a thirty-minute, duty-free period per day as provided in Article XVII-Teachers’ Day and Year, Section J.

4. Formal classes will not exceed an average of thirty (30) students per class.

(See School Committee Policy Statement)

5. Except for guidance counselors and school psychologists who shall be exempt from all supervisory non-instructional duties, and subject to the stipulations found elsewhere in this section, all high school non-instructional duties shall be equitably distributed in terms of time and class periods among all other Unit A personnel. Examples of non-instructional duties include the following: bus duty, early morning duty, corridor duty, home room, research and reading periods, cafeteria, media center, seminar room, writing or computer lab duty, equipment or lab cleaning and/or maintenance, team teacher planning periods, team meetings and other duties of an essentially supervisory nature. Guidance counselors and school psychologists may, if they feel there is a need, observe a student’s behavior in a variety of school-time activities, such as lunch or recess periods. Faculty members who accept special activities or other paid work or positions shall not be further compensated through the reduction of non-instructional duty assignments.

6. A major is defined as a subject that meets every time its assigned block or period meets.

B. TEACHER LOAD MIDDLE SCHOOL

1. No Middle School teacher shall be assigned more than five (5) majors or their equivalent, nor be required to teach more than three (3) separate preparations per day. If the three-preparation limit is exceeded as a result of scheduling difficulties, a teacher thusly affected will be relieved of supervisory duties. In any event, no middle school teacher shall be scheduled less than one (1) unassigned preparation period or its equivalent per day.

2. Any teacher assigned to teach English/Language Arts involving journals and portfolio assessment will be assigned no more than four (4) classes or their equivalent.

3. GRADE LEVEL TEAM LEADERS AND CURRICULUM COORDINATORS

a. Curriculum Coordinators and Team Leaders shall have no X-block assignment. Furthermore, team leaders and curriculum coordinators shall be relieved of teacher supervisory or non-instructional duties. The resulting release time for team leaders shall be devoted to team-related administrative functions, planning, and activities; and for curriculum coordinators to department-related activities.

b. The parties furthermore agree to the following with respect to the middle school grade team leaders and curriculum coordinators:

(1) These positions shall be filled by applicants selected from the ranks of Unit A personnel, shall carry with them a work year of 185 days, and shall be considered one-year appointments only. Renewal for these positions shall be subject to the appointment of the principal.

(2) In the event a position becomes vacant, the existence of this vacancy shall be promptly posted in all, schools, as stipulated in the provisions contained in Article XIX - PROFESSIONAL VACANCIES AND TRANSFERS.

(3) The evaluation of team leaders and curriculum coordinators shall be conducted in accordance with the standard teacher evaluation policy outlined in Article IX of this Agreement.

4. ARTS TEAM LEADER

The Arts Team Leader position shall be filled by an applicant selected from the ranks of Unit A personnel, shall carry with it a work year of 185 days, and shall be considered a one-year appointment only. Renewal for this position shall be subject to the appointment of the principal. The evaluation of the Middle School Art Team Leader shall be conducted in accordance with the standard teacher evaluation policy outlined in Article IX of this Agreement.

5. All Middle School teachers will be given a thirty-minute duty-free period as provided in Article XVII -TEACHERS’ DAY AND YEAR, Section J.

6. All Middle School non-instructional duties shall be equitably distributed in time and frequency within unit personnel, except with respect to guidance counselors and psychologists who will be exempt from supervisory duties. Examples of non-instructional duties include the following: bus duty, early morning duty, home room, reading and research periods, cafeteria, media center, equipment or lab cleaning and/or maintenance, team teacher planning periods, team meetings, lab supervision and other duties of an essentially supervisory nature. Guidance counselors and school psychologists may, if they feel there is a need, observe a student’s behavior in a variety of school-time activities, such as lunch or recess periods.

7. All Middle School formal classes will not exceed an average of thirty (30) students per class. (See School Committee Policy Statement)

8. The parties agree that every effort will be utilized to fairly assign students that require additional attention among staff and to provide adequate support services at the Middle School level. Any staff member may request a meeting with the Principal and Department Head for Student Services to discuss the composition of the class and level of support, and the reasons therefore, and have a representative of the WTA present at such meeting. If the issue requires further discussion, a meeting will be scheduled with the Superintendent, the Director of Student Services and all other participants, for a further discussion on said issue. At this meeting, the employee will also be entitled to be accompanied by a WTA representative. The outcome of such meetings shall not be subject to steps three and four of the grievance procedure as described in Article XVIII.

C. ELEMENTARY

1. No elementary teacher shall be given a class in excess of thirty students. In the case of the elementary teachers, it is the recognized aim of the administration to keep the classes at twenty-five. If, however, it becomes necessary through an emergency for a teacher to assume, for a time, a load in excess of thirty, corresponding reductions in non-teaching responsibilities shall be made and a teacher's aide shall be assigned to the teacher.

2. Elementary teachers shall not be assigned to cover lunchroom duties and this time period shall be unassigned preparation time.

3. Each elementary classroom teacher in grades 1-5 shall receive 45 minutes of unassigned preparation daily when elementary art, media-center, music and physical education specialists meet with their students. If the teacher's preparation period falls on the first or last period of the day, the time period will be shortened appropriately to accommodate student opening and dismissal activities. Principals shall make reasonable efforts when scheduling specialist times to assure that no single teacher or group of teachers bears a particular burden.

4. The unassigned preparation time described in (3) above shall be provided when the elementary specialists normally meet with students. It is understood, however, that when a specialist is absent and an appropriate substitute can not be obtained, the classroom teacher will not have that period for preparation.

5. It is further understood that if special programs are scheduled for elementary students during the regular school day some specialist periods may not occur and classroom teachers so affected may lose their preparation time. Principals shall make reasonable efforts when scheduling special programs throughout the school year to assure that no single teacher or group of teachers bears a particular burden with respect to lost preparation time or student supervision.

6. All elementary staff persons and specialists except media-center personnel shall receive one 45-minute preparation period per day, consistent with the rules set forth in (3) above. Media-center specialists shall be provided with time to meet as a group once per week and the remainder of their preparation time shall be provided during the last week of the school year when the libraries are normally closed for inventory. Alternative arrangements for classroom teacher preparation time consistent with (3) above shall be provided by the media-center specialists and principals during the last week of the year.

7. The time between the dismissal of students and the beginning of the professional development session shall be considered unassigned preparation time for all elementary staff members. It is understood that the preparation time of those elementary personnel assigned to supervising the dismissal of students will be shortened accordingly.

8. All elementary school duties shall be equitably distributed in time and frequency among all unit personnel except guidance counselors and school psychologists who shall be exempt from supervisory duties. Guidance counselors and school psychologists may, if they feel there is a need, observe a student’s behavior in a variety of school-time activities, such as lunch or recess periods.

9. The Elementary Prep-Time Committee consisting of five elementary teachers, including at least one specialist and a representative of each elementary school, appointed by the President of the Association and five administrators appointed by the Superintendent shall meet annually to assess the implementation of elementary preparation time and make appropriate recommendations to both parties by February 1st of each year.

10. All elementary teachers shall be given a thirty-minute, duty-free period per day as provided in Article XVII TEACHER DAY AND YEAR, Section J.

11. The Westwood School Committee has commenced and will continue to support a program to enlist members of the community to assist with clerical tasks on a regular basis.

12. Teachers shall be provided with adequate training and support prior to introduction of or changes to curriculum and assessment programs. Any disputes on this issue may be processed up through Step 2 of the Grievance Procedure described in Article XVIII, and every effort will be made by the parties to resolve the matter in these discussions.

13. The parties agree that every effort will be utilized to fairly assign students that require additional attention among all staff and to provide adequate support services at the Elementary School level. Any staff member may request a meeting with the Principal and K-5 Department Head for Student Services to discuss the composition of the class and level of support, and the reasons therefore, and have a representative of the WTA present at such meeting. If the explanation requires further discussion, a meeting will be scheduled with the Superintendent, the Director of Student Services and all other participants, for a further discussion on said issue. At this meeting, the employee will also be entitled to be accompanied by a WTA representative. The outcome of such meetings shall not be subject to steps three and four of the grievance procedure as described in Article XVIII.

D. PRE-KINDERGARTEN AND KINDERGARTEN

1. An aide will be assigned to each kindergarten session which has twenty-six or more pupils assigned to it.

2. Each kindergarten teacher shall receive 30 minutes of unassigned preparation time on each of four days in a normal week when elementary art, media-center, music and physical education specialists meet with their students. The period of time after students are dismissed on normal school days shall be set aside for unassigned preparation time and a reasonable number of staff meetings. The above shall not apply should the School Committee extend the kindergarten day at some future point.

3. The unassigned preparation time described in (2) above shall be provided when the elementary specialists normally meet with students. It is understood, however, that when a specialist is absent and an appropriate substitute can not be obtained, the classroom teacher will not have that period for preparation.

4. Pre-kindergarten teachers shall receive unassigned preparation time during regular school hours and when their classes do not meet on that designated morning and afternoon during each week. Pre-kindergarten teachers, required to make home visitations, shall receive unassigned preparation time during regular school hours when their classes do not meet and shall be allowed time during the normal school day for visitations. In order to fulfill the "equitable distribution of duties" requirement found elsewhere in this Section, pre-kindergarten teachers shall normally only be responsible for supervision of their students' recess periods, and their entry and dismissal from the building.

6. All pre-K and K teachers shall receive one preparation period per day, consistent with the rules set forth in (2) above. Media-center specialists shall be provided with time to meet as a group once per week and the remainder of their preparation time shall be provided during the last week of the school year when the libraries are normally closed for inventory. Alternative arrangements for classroom teacher preparation time consistent with (2) above shall be provided by the media-center specialists and principals during the last week of the year.

7. The time between the dismissal of students and the beginning of the professional development session shall be considered unassigned preparation time for all elementary staff members. It is understood that the preparation time of those pre-K and K teachers assigned to supervising the dismissal of students will be shortened accordingly.

8. All pre-K, K and elementary teacher duties shall be equitably distributed in time and frequency among all unit personnel except guidance counselors and school psychologists who shall be exempt from supervisory duties.

9. The parties agree that every effort will be utilized to fairly assign students that require additional attention among all staff and to provide adequate support services at the Kindergarten level. Any staff member may request a meeting with the Principal and K-5 Department Head for Student Services to discuss the composition of the class and level of support, and the reasons therefore, and have a representative of the WTA present at such meeting. If the explanation requires further discussion, a meeting will be scheduled with the Superintendent, the Director of Student Services and all other participants, for a further discussion on said issue. At this meeting, the employee will also be entitled to be accompanied by a WTA representative. The outcome of such meetings shall not be subject to steps three and four of the grievance procedure as described in Article XVIII.

10. The Westwood School Committee has commenced and will continue to support a program to enlist members of the community to assist with clerical tasks on a regular basis.

11. Teachers shall be provided with adequate training and support prior to introduction of or changes to curriculum and assessment programs. Any disputes on this issue may be processed up through Step 2 of the Grievance Procedure described in Article XVIII, and every effort will be made by the parties to resolve the matter in these discussions.

E. DEPARTMENT HEAD AND DIRECTOR LOAD

1. Department Heads and Directors may be assigned no more than the following class loads:

a. 9-12 Special Education Department Head and Middle School Student Services Department Head: one (1) Major or its equivalent.

b. K-12 Director of Performing Arts and K-12 Athletic Director: two (2) Majors or their equivalent.

c. 9-12 Guidance Department Head: fifty (50%) percent of the regular counselor load.

d. 9-12 Department Heads in English, Foreign Languages, Mathematics, Science and Social Studies, as well as the K-12 Art Director, Physical Education Director and Library and Media Center Director: three (3) Majors or their equivalent.

e. The Athletic Director shall receive compensatory time for supervising after-school and evening athletic events. The Athletic Director shall be permitted to work a flex time schedule and receive compensatory time for supervising practices and games outside of the normal school hours.

2. Except for the 9-12 SPED and Guidance Heads, the Middle School Student Services Department Head and the Directors of Performing Arts and the Library-Media Center, who shall be exempt from non-instructional supervisory duties, each department head and director may be assigned one period of seminar-room duty per day.

3. Department heads and directors shall be responsible for the evaluation of staff members, as set forth in Article IX (PROFESSIONAL PERFORMANCE APPRAISAL SYSTEM); developmental supervision of staff members; and departmental operations and curriculum supervision, as specified in their respective job descriptions and in accordance with the items listed on their respective check-list evaluation forms.

4. Each department head, director, and Middle School curriculum coordinator shall serve on any standing or ad hoc curriculum committee involving his/her respective curriculum area When a department head, director, or curriculum coordinator is so involved in committee work, he/she shall serve as the "facilitator" for the committee, a role which shall include creating agendas and minutes, communicating with committee members, and preparing/distributing materials.

5. In addition to their other duties listed above, and for the purposes of guaranteeing effective curricular continuity and articulation from level to level throughout the school system, department heads, K-12 directors and the Middle School curriculum coordinators shall be considered resource and liaison personnel within their curriculum areas with respect to personnel decisions, instructional materials and techniques, budgetary matters, and curriculum issues. With respect to performance of these roles, particular emphasis shall be placed on providing challenging programs, smooth delivery of services and effective transition for students between grades and from level to level (elementary, middle and high school) within the system.

F. TEACHER RESPONSIBILITIES

The Committee and the Association acknowledge that the teacher's primary responsibility is to teach and that his/her energies should, to the extent possible and practical, be utilized to this end. Therefore, they agree that teachers shall not be required to perform the following duties:

1. Drive pupils to and from activities which take place away from the school building. In the event a teacher volunteers to transport students, authorization must be granted by the building principal.

2. Perform duties normally assigned to custodians.

3. Administer drugs or medications to pupils.

ARTICLE V

REDUCTION IN FORCE

It is the prerogative of the School Committee to reduce staff in accordance with decrease in enrollment, reorganization, budget limitations, or as other circumstances may warrant, and to dismiss teachers to accomplish this end.

A. PROCEDURES

1. Non-professional status teachers shall be reduced first in accordance with the provisions of the Massachusetts General Laws.

2. After non-professional status teachers are reduced in accordance with (1) above, the teachers in an affected certification area shall be laid off on the basis of seniority.

3. A teacher certified in an area other than the area in which he is teaching shall, subject to the provisions of (2) above, be permitted to bump into that certification provided the teacher has taught the subject successfully for at least one term in Westwood.

4. Teachers shall be recalled on the same basis as they were laid-off.

5. If a position is vacant and there is no teacher on the recall list who was laid off within the area of certification related to the vacancy, then the teacher with the most seniority who possesses the appropriate certification shall be recalled to the vacant position during the recall period.

6. Elementary certification is limited to grade K-6 for classroom teachers, secondary certification is limited to grades 7-12 and special area and special education teacher certification covers grades K-12.

B. SENIORITY

Seniority will be determined as follows:

1. A teacher's length of service in bargaining Unit A in years, months, and days shall be reckoned from the date the teacher assumes duties in the Westwood School System.

2. Long term substitute service immediately followed by an appointment to a permanent position, shall be credited toward seniority.

3. Leaves of absence shall not be considered a break in continuous service; only leaves of absence for which salary is granted shall be counted toward seniority.

4. Upon re-employment after resignation, teachers with previous experience in the Westwood School System shall receive seniority credit for their previous period of employment.

5. Ties in length of service shall be resolved as follows:

a. Date of election by School Committee;

b. Contract signing date by teacher;

c. Continuous unit service in the Westwood School System;

d. Lottery.

C. SENIORITY LIST

The Seniority List shall be prepared by the School Committee and provided to the Association no later than April 1st of each school year.

D. CERTIFICATION

"Certification" or "certified" as used in this Article means those areas of certification (licensure) recognized by the Department of Education and on file in the Superintendent's Office as of the date of issuance of the official seniority list.

E. LAYOFF

1. Layoff shall mean unpaid leave of absence for a period of no more than two years from and pursuant to a reduction in force.

2. Notification

a. When a reduction in force is to take place, the Committee shall give thirty (30) days written notice to the affected teacher and shall include the reason for the reduction.

b. Each professional status teacher, subsequent to receipt of a notice of layoff may waive, in writing on a form provided by the Committee and appended to and made part of this Agreement, any present or future rights under Chapter 71, Sections 42 and 43A of the Massachusetts General Laws.

(1) Nothing in this Agreement shall prejudice any position either the Committee or the Association may take in any litigation (court, arbitration, administrative, or other) as to the scope and meaning of the status of those teachers not timely signing the waiver.

c. During said layoff period, teachers signing the waiver shall be considered on involuntary leave and teachers not signing the waiver shall be deemed dismissed.

F. RECALL

1. "Recall" as used in this Article shall mean the right to return to service during the twenty-four month layoff period based upon the same criteria as the reduction. The twenty-four month recall shall extend to September 1st following the expiration of the twenty-four month contractual period. Any teacher so recalled will be entitled to all previous recorded benefits and placed on the salary schedule appropriate to his/her service and approved category.

2. A list of all teachers in recall status shall be maintained by the Committee and forwarded to the Association by October 15th for each school year. The list shall contain the names of all teachers on recall according to their status. An updated list shall be forwarded within ten school days of any change.

G. FALLBACK

1. Any member of Unit A or B who is currently a member of one of those bargaining units shall have the total sum of his years of service in said units applicable as credit towards placement on the Unit A Seniority List described in Section C of this Article.

2. Any individual presently employed by the Westwood Public Schools, who was formerly a member of bargaining Unit A or B and who is not now a member of those bargaining Units, shall have the sum of his years of service in both Unit A and B applicable as credit towards placement on the Unit A Seniority List described in Section C of this Article.

ARTICLE VI

SPECIAL ACTIVITY SALARY SCHEDULE

Effective September 1, 2006 through August 31, 2009 the special activities schedules will be as set forth on the following pages:

A. The special activities coaching schedule is a one (1) step schedule.

B. A change in the responsibility or duties of a position shall result in the specific schedule being revised as determined reasonable by the Administration.

C. The stipend on the salary schedule for new activities will be based on the days and hours involved as established by the Administration.

D. Special activity personnel are one-year appointments only and renewal shall be subject to the appointment of the Principal. Positions shall be posted for at least ten (10) school days in each school building where potential applicants may be assigned.

E. Salary for any new extracurricular positions covered by this Agreement shall be subject to collective bargaining.

ACTIVITY - HIGH SCHOOL SPORTS

2006-2007 2007-2008 2008-2009

Football Head $6,464 $6,626 $6,818

Asst (2) $4,141 $4,245 $4,368

JV $3,333 $3,416 $3,515

Frosh $2,626 $2,692 $2,770

Boys Soccer Head $4,747 $4,866 $5,007

JV $3,030 $3,106 $3,196

Frosh $2,626 $2,692 $2,770

Girls Soccer Head $4,747 $4,866 $5,007

JV $3,030 $3,106 $3,196

Frosh $2,626 $2,692 $2,770

Boys Golf Head $2,929 $3,002 $3,089

JV $2,600 $2,665 $2,742

Girls Swimming Head $3,636 $3,727 $3,835

Asst $2,929 $3,002 $3,089

Boys X-Country Head $2,929 $3,002 $3,089

Girls X-Country Head $2,929 $3,002 $3,089

Volleyball Head $3,636 $3,727 $3,835

JV $2,828 $2,899 $2,983

Frosh $2,525 $2,588 $2,663

Field Hockey Head $3,636 $3,727 $3,835

JV $2,828 $2,899 $2,983

Frosh $2,525 $2,588 $2,663

Boys Basketball Head $5,757 $5,901 $6,072

JV $3,535 $3,623 $3,728

Frosh $2,626 $2,692 $2,770

Girls Basketball Head $5,757 $5,901 $6,072

JV $3,535 $3,623 $3,728

Frosh $2,626 $2,692 $2,770

Skiing Head $2,929 $3,002 $3,089

Boys Indoor Track Head $3,636 $3,727 $3,835

Asst $2,929 $3,002 $3,089

Girls Indoor Track Head $3,636 $3,727 $3,835

Asst $2,929 $3,002 $3,089

Boys Swimming Head $3,636 $3,727 $3,835

Asst $2,929 $3,002 $3,089

Boys Hockey Head $5,757 $5,901 $6,072

JV $3,535 $3,623 $3,728

Asst $3,030 $3,106 $3,196

Girls Hockey Head $5,757 $5,901 $6,072

JV $3,535 $3,623 $3,728

Asst $3,030 $3,106 $3,196

Baseball Head $4,747 $4,866 $5,007

JV $3,030 $3,106 $3,196

Asst $2,626 $2,692 $2,770

Freshman $2,600 $2,665 $2,742

Softball Head $4,747 $4,866 $5,007

JV $3,030 $3,106 $3,196

Asst $2,626 $2,692 $2,770

Freshman $2,600 $2,665 $2,742

Boys Outdoor Track Head $3,636 $3,727 $3,835

Asst (2) $2,929 $3,002 $3,089

Girls Outdoor Track Head $3,636 $3,727 $3,835

Asst (2) $2,929 $3,002 $3,089

Boys Tennis Head $2,929 $3,002 $3,089

JV $2,600 $2,665 $2,742

Girls Tennis Head $2,929 $3,002 $3,089

JV $2,600 $2,665 $2,742

Boys Lacrosse Head $4,747 $4,866 $5,007

JV $3,030 $3,106 $3,196

Frosh $2,626 $2,692 $2,770

Girls Lacrosse Head $4,747 $4,866 $5,007

JV $3,030 $3,106 $3,196

Frosh $2,626 $2,692 $2,770

ACTIVITY 2006-2007 2007-2008 2008-2009

MIDDLE SCHOOL SPORTS

Boys’ Basketball Coach $2,222 $2,278 $2,344

Girls’ Basketball Coach $2,222 $2,278 $2,344

Boys’ Baseball Coach $1,768 $1,812 $1,864

Boys’ Track Coach $1,768 $1,812 $1,864

Girls’ Track Coach $1,768 $1,812 $1,864

Boys’ Soccer Coach $2,172 $2,226 $2,290

Girls’ Soccer Coach $2,172 $2,226 $2,290

Girls’ Softball Coach $1,768 $1,812 $1,864

INTRAMURALS - SENIOR HIGH SCHOOL

Open Gym/Fall $813 $833 $858

Open Gym/Spring $813 $833 $858

Weight Lifting $813 $833 $858

Tennis/Fall $813 $833 $858

Soccer/Spring $740 $759 $781

Cheerleading-Fall Head

Cheerleading-Winter Head

INTRAMURALS - MIDDLE SCHOOL

2006-2007 2007-2008 2008-2009

Softball $838 $859 $884

Boys Basketball $838 $859 $884

Boys Tennis $838 $859 $884

Volleyball $838 $859 $884

Gymnastics $838 $859 $884

Girls basketball $838 $859 $884

Girls Tennis $838 $859 $884

ACTIVITY-SENIOR HIGH SCHOOL

2006-2007 2007-2008 2008-2009

Academic Decathlon $2,232 $2,288 $2,354

Amnesty International $556 $569 $586

Best Buddies $556 $569 $586

Chess Club $556 $569 $586

Chess Team Coach $1,338 $1,372 $1,411

Computer Club Advisor $626 $642 $660

Costumer Play $750 $769 $791

Costumer Musical $1,250 $1,281 $1,318

Dance Team $588 $603 $620

Debate Team $1,172 $1,201 $1,236

Drama Activities $1,869 $1,915 $1,971

Drama Club $2,505 $2,567 $2,642

Drivers Ed - Per class/section $1,200 $1,230 $1,266

Ecolibrium $556 $569 $586

Elections& Nominations Committee $556 $569 $586

ELNA $1,111 $1,139 $1,172

French Club $556 $569 $586

French Honor Society $556 $569 $586

Freshman Class Advisor $556 $569 $586

Instrumental Director $1,414 $1,449 $1,491

Jazz Band $2,252 $2,309 $2,376

Judicial Council $1,252 $1,284 $1,321

Junior Class Advisor $1,172 $1,201 $1,236

Key Club Advisor $1,677 $1,719 $1,768

Legislative Council $1,252 $1,284 $1,321

Literary club $556 $569 $586

Mathematics Team $1,677 $1,719 $1,768

Media/Video Club $556 $569 $586

Mock Trials $1,333 $1,367 $1,406

Music Activities $707 $725 $746

Musical Choreography $2,081 $2,133 $2,194

Musical/ Director $4,700 $4,885 $5,105

Musical/Orchestra Director $1,929 $1,977 $2,035

Musical/Orchestra Musicians $1,566 $1,605 $1,651

Musical/Production Specialist $1,222 $1,253 $1,289

Musical/Vocal Director $1,222 $1,253 $1,289

National Art Honor Society $556 $569 $586

National Honor Society $1,677 $1,719 $1,768

No Parenthesis $1,343 $1,377 $1,417

Oxford Advisor $550 $564 $580

Peer Counselors Advisor $1,677 $1,719 $1,768

Peer Educators/SADD $1,677 $1,719 $1,768

Pep Band $1,495 $1,532 $1,577

Percussion Ensemble Director $939 $963 $991

Photography Club $556 $569 $586

Ping Pong Club $556 $569 $586

Pizzaz $1,505 $1,543 $1,587

Play Director $3,600 $3,690 $3,797

Prodigy Director $10,000 $10,250 $10,547

Robotics Advisor $1,100 $1,128 $1,160

Scenic Designer $750 $769 $791

Scenic Design Dir. Play $1,250 $1,281 $1,318

Science Club $1,040 $1,066 $1,097

Senior Class Advisor $2,788 $2,857 $2,940

Sophomore Class Advisor $556 $569 $586

Spanish Club $556 $569 $586

Spanish Honor Society $556 $569 $586

Step Team $588 $603 $620

Student Advisory Board $2,495 $2,557 $2,631

Student Council Advisor $3,121 $3,199 $3,292

Student Newspaper $4,181 $4,286 $4,410

Theatre: Technical Director $1,929 $1,977 $2,035

Unity $556 $569 $586

We the People $556 $569 $586

Westwood Ambassadors $556 $569 $586

Yearbook Advisor $5,616 $5,756 $5,923

High School Intramurals $0 $0 $0

Open Gym/Fall $838 $859 $884

Open Gym/Spring $838 $859 $884

Weight Lifting $838 $859 $884

Tennis/Fall $838 $859 $884

Soccer/Spring $838 $859 $884

MIDDLE SCHOOL ACTIVITIES 2006-2007 2007-2008 2008-2009

After School Study: Mon or Wed.-per semester $303 $311 $320

After School Study: Tue. Or Thu. per semester $505 $518 $533

Chamber Orchestra $1,151 $1,180 $1,214

Chess Club Coach $838 $859 $884

Computer Club $838 $859 $884

Great Chefs $838 $859 $884

Jazz Band $1,151 $1,180 $1,214

Leadership Advisor (2) $838 $859 $884

Math Counts $813 $833 $858

Music Activities (2) $545 $559 $575

Musical/Play Assistant (2) $1,414 $1,449 $1,491

Musical/Play Director (2) $3,424 $3,509 $3,611

Newspaper (2) $838 $859 $884

Theatre: Technical Director $1,030 $1,056 $1,087

WOSC/Advisor $2,576 $2,640 $2,716

WOSC/Asst. (2) $1,454 $1,491 $1,534

Yearbook (2) $838 $859 $884

ELEMENTARY ACTIVITIES & INTRAMURALS 2006-2007 2007-2008 2008-2009

Intramurals/Activities (4/school) $838 $859 $884

Student Council (4/school) $838 $859 $884

ARTICLE VII

SALARY SCHEDULE PLAN

FOR

DEPARTMENT HEADS AND DIRECTORS

The salary schedule for Department Heads and Directors is organized around three variables:

1. The category and number of classes assigned.

2. The number of full-time personnel or their equivalent in the department.

3. The length of the work year.

Category I Category II Category III

Department Head Department Head Director

Directors 210 Days 225 Days

185 Days

A. There shall be two types of content-specific curriculum roles: department heads and K-12 directors. Department heads shall be assigned to the following areas at the High School: English, Social Studies, Science, Math, Foreign Language (7-12), Guidance and Special Education. At the Middle School, there shall be assigned a 6-8 Student Services Department Head. K-12 directors shall have responsibilities in the following areas: Art; Performing Arts; Physical Education & Health; Library/Media Center; and Athletics. The Director of Athletics shall work a 225-day work year and receive twenty-five (25) vacation days per year; and also receive 12 percent of his/her base salary for the extra time. The 6-8 Student Services Department Head shall work a 210-day year and receive forty (40) vacation days; and also shall receive 7% of salary for the extra time.

B. The number of personnel in each department shall include all full-time personnel or equivalent plus the Department Head or Director. Each special activities person supervised by a department head or director shall be considered for the purposes of salary computation as constituting one-fifth (1/5) of a full-time staff position.

C. Subject to the stipulations found in Section B above, all department heads and directors shall receive stipends as per the increment scale and according to the actual number of personnel assigned to each department as of September 1st of each year.

D. In order to fulfill certain administrative responsibilities and consistent with the provisions contained in Article XVII (TEACHER’S DAY AND YEAR), Section E of this Agreement, the work year and compensation of individual department heads and directors serving under 185-day contracts shall be increased up to a limit of ten (10) days per contract year subject to the following stipulations:

1. A maximum of one (1) day during the summer shall be granted to provide orientation for any newly hired departmental staff person or long-term substitute hired after June 1st.

2. A reasonable number of days shall be granted, subject to the prior approval of the Superintendent, to conduct interviews and check the credentials of applicants when departmental vacancies occur after June 1st.

3. A reasonable number of days, as determined and approved in advance by the Superintendent, may be granted to coordinate departmental curriculum projects and/or participate in staff development programs.

4. Any department head or director seeking compensation for additional workdays shall submit a signed statement on a form created by the Superintendent and co-signed by his/her principal detailing the date(s) and times claimed for additional compensation. For the purposes of this provision, a "workday" shall be defined as seven (7) hours, inclusive of a 30-minute lunch, or its equivalent. Compensation for any such work shall be made in a lump sum on the last pay period in August.

INCREMENT SCALE FOR DEPARTMENT HEADS AND DIRECTORS

CATEGORY I CATEGORY II CATEGORY III

Department Heads Department Head Director

Directors 210 Days 225 days

185 Days

185 Day 210 Day 225 Day

Level Dept. B Min. Contract Contract +7% Contract+12%

(base pay) of base of base

2006-2007

1 2-5 .125 $4842 $4842+7% of base $4842+12% of base

2 6-9 .150 $5810 $5810+7% of base $5810+12% of base

3 10-13 .175 $6778 $6778+7% of base $6778+12% of base

4 14 + .20 $7746 $7746+7% of base $7746+12% of base

2007-2008

1 2-5 .125 $4963 $4963 + 7% of base $4963+12% of base

2 6-9 .150 $5955 $5955 + 7% of base $5955+12% of base

3 10-13 .175 $6948 $6948 + 7% of base $6948+12% of base

4 14+ .20 $7940 $7940 + 7% of base $7940+12% of base

2008-2009 (Blended rate)

1 2-5 .125 $5106 $5106 + 7% of base $5106+12% of base

2 6-9 .150 $6127 $6127 + 7% of base $6127+12% of base

3 10-13 .175 $7149 $7149 + 7% of base $7149+12% of base

4 14+ .20 $8170 $8170 + 7% of base $8170+12% of base

ARTICLE VIII

INSURANCE, CONTRIBUTORY BENEFIT PLANS AND ANNUITY PLANS

A. Annuity Plans

Eligible employees at their request may participate in a "Tax Sheltered Annuity Plan".

B. Insurance Plans

Teachers may continue to participate in Town health insurance and life insurance programs. The contributions by the Committee and teachers shall be in accordance with Town Bylaws and State Statutes. The Committee agrees to make information on health insurance available to the Association for the purpose of reviewing possible options on the coverage provided to employees covered by this agreement.

C. The current pre-tax plan for Health Insurance and cafeteria plan will be continued as in the current manner.

ARTICLE IX

PROFESSIONAL PERFORMANCE APPRAISAL SYSTEM

FOR TEACHERS

A. PURPOSE

It is agreed by the Association and the School Committee that the goals of the teacher and other staff evaluation processes shall be the improvement of instruction or the delivery of professional services; and the assessment of performance in relation to the goals of the School System and accepted professional standards, as defined by the state; and the creation of a record of facts and assessments for personnel decisions. Since these ends can best be served by a constant and uniform procedure, the evaluation system described below is hereby adopted.

B. The parties hereby agree that the following rules, concepts and procedures shall apply to the evaluation process:

1. No person evaluated under this system shall be discriminated against because of length of service or because of race, creed, nationality, religion, gender, marital status, age, political affiliation, sexual orientation or handicaps as provided by law.

2. “Evaluators” shall include any of the following administrators: principal, assistant principal, high school department head, middle school student services department head, K-12 director, and central office administrative staff as designated by the Superintendent of Schools. The principal or evaluator of record shall countersign the evaluations prepared by other evaluators. K-12 directors and department heads will provide subject area and instructional expertise, will observe classes and professional performance, and will work in conjunction with the evaluators listed above in conducting staff evaluations. Any information provided by a department head to an evaluator(s) will result from direct knowledge of a staff member’s performance or work.

3. It is a primary professional responsibility of all administrators serving as evaluators to be "educational leaders" who specifically understand what constitutes "good teaching" and professional performance, are able to articulate the components of each, know what is occurring in individual classrooms, and ask of the teaching and professional staff the fundamental questions about goals of educators and how these ends can most effectively be achieved. For the purpose of this evaluation process, “expertise” on the part of the department head shall be defined as certification in at least one subject area in which the department head supervises. It is also agreed that the department head shall be a regular employee of the School System.

4. While the evaluation system enables administrators to make sound decisions about the effectiveness of teacher and staff performance, it should be understood that the fundamental purpose of the system is to provide a framework for developing a formative or helping relationship between the evaluator(s) and the evaluatee.

5. Because the purpose of this evaluation system is to improve instruction, honest and candid communication between the evaluator and evaluatee with respect to strengths, areas in need of development and specific action-oriented suggestions for improvement are essential. The evaluation processes adopted in Section C and Section D below are designed to implement this goal.

6. The information used in creating evaluations shall be based primarily on direct observation by evaluators, but information based on other than direct observation of performance may be included if it significantly affects the evaluation of performance, provided it is detailed in writing to the evaluatee with respect to both sources and circumstances.

7. The Superintendent shall be responsible for ensuring that all evaluators receive training in the principles of supervision and evaluation. All department heads shall demonstrate “expertise” as defined in Section B.3 above.

8. If a teacher serves in more than one building, the process for that person shall be conducted by the principal of the school in which the teacher spends the greatest percentage of time. The principals of the teacher's other schools shall be permitted to provide written input into the evaluation.

9. Complaints

a. In the event that a complaint of a serious nature is made to any member of the administration, the teacher or other staff member shall be notified within fourteen (14) calendar days in writing of the complaint and its source(s) and circumstances. For the purpose of this provision, a "serious" complaint shall be defined as one that may result in disciplinary action and/or may produce a negative impact on the staff member's evaluation.

b. If any serious complaint is reported to a member of the administration, the administrator shall urge the complainant to reduce the complaint to writing and sign it. However, if the complainant refuses to do so, the responsibility for reducing the complaint to writing shall devolve to the member of the administration first receiving it.

c. The Association does not intend to inhibit active communication among School Committee members, the administration and members of the community. However, no member of the School Committee or administration shall instigate complaints regarding a staff member. Furthermore, no anonymous complaints regarding instructional and supervisory practices of a staff member shall be acknowledged by the administration and no record thereof shall be maintained. For the purpose of this provision, an "anonymous complaint" shall be defined as one originating from a person whose identity cannot be determined by the administrator receiving the complaint.

d. In the event a complaint is determined to be frivolous or incorrect, all records pertaining to the complaint shall be removed from the staff member's personnel files and promptly destroyed.

e. It is understood that all parties shall conduct themselves in a professional manner in the event of a complaint.

f. Alleged violations of the complaint provisions of this Article shall be subject to the Grievance and Arbitration provisions contained in Article XVIII of this Agreement.

10. All observation forms and evaluation instruments shall be prepared jointly by the Association and the administration; shall be modified over the length of this Contractual Agreement only by mutual consent of the parties; and are hereby incorporated into this Agreement by reference.

11. Each observation and evaluation report shall be signed by both the evaluatee and evaluator. The evaluatee's signature on any written report indicates knowledge of the report and does not imply consent or agreement. The faculty member may submit a written addendum, indicating either agreement or disagreement, to any report. Furthermore, any person dissatisfied with his or her evaluation shall be entitled to meet with the Superintendent to discuss the evaluation.

12. A copy of all observation and evaluation reports shall be given to the person who has been evaluated. Notes taken by the evaluator(s) during the observation process, not included in the written post-observation report or final evaluation report signed by both parties, shall not be admissible in any legal proceeding. At the end of the evaluation cycle in any given school year, all observation notes shall be destroyed.

13. The building Principal(s) and the Superintendent have the right to maintain personnel files. All written records concerning staff members shall be kept in the aforementioned personnel files. Each staff member may examine his or her own personnel files at any time, and may instruct the Principal or Superintendent in writing to make copies available to any designated person. The file itself may not be removed from either the Principal's or the Superintendent's office. This particular provision shall be subject to the requirements of the Grievance Procedure found in Article XVIII, Section H (4) and (6).

14. Any person evaluated under this provision may seek representation and assistance from the Association at any step of the evaluation process and grievances filed with respect to procedural issues arising out of the evaluations shall be deemed proper. A teacher with professional teacher status may also grieve the substance of his/her evaluations when such evaluations result in dismissal, demotion, suspension and/or the withholding of a salary increment.

15. For the purpose of evaluation all professional status faculty members shall be randomly divided by the Superintendent into two groups of roughly equal size with one group being designated for evaluation under the Professional Performance Evaluation Instrument (PPEI) in year one of the implementation of this Agreement and the other group in year two. All members of each group shall thereafter be evaluated in alternating years by means of the PPEI and the process outlined in Section C below. In those years when the PPEI process is not mandated, professional status faculty members shall be evaluated either by means of the PPEI process or the optional goal-based evaluation process outlined in Section D below. It should be understood the choice of evaluation process during non-mandatory PPEI years shall rest with the individual faculty member, unless the faculty member and the evaluator(s) are unable to reach agreement on one or more goals under the optional evaluation process. In this case, the PPEI process must be used.

16. All provisional faculty members shall be evaluated annually using the Professional Performance Evaluation Instrument (PPEI) outlined in Section C below.

17. It is understood that all notes, observation and evaluation reports shall be handled by the evaluator(s) with maximum regard for professional confidentiality. Only the evaluating administrator's personal secretary and the Superintendent's Executive Secretary shall assist the evaluator(s) in writing, typing or filing any documents associated with the evaluation process.

18. K-12 Directors and Department Chairpersons will perform those duties associated with the creation of a formative relationship with their respective department members.

C. THE PROFESSIONAL PERFORMANCE EVALUATION INSTRUMENT PROCESS (PPEI)

1. Evaluation is one of the keys to growth. While no evaluation process is perfect, the parties feel the process outlined herein is both fair and helpful; above all it encourages honesty and candor, components necessary if professional growth is to occur.

2. The evaluation process is the responsibility of the building principal assistant principal and, when appropriate, central office administrative staff. These individuals will conduct formal observations of staff members. K-12 Directors and Department Chairpersons will provide subject area and instructional expertise, will observe classes and professional performance, and will work in conjunction with the evaluators listed above in conducting staff evaluations. Any information provided by a department head to an evaluator(s) will result from direct knowledge of a staff member’s performance or work.

3. A "formal observation cycle” shall be defined as consisting of these components: a pre-observation conference; an observation; a post-observation conference; and a written report. The following MINIMUM number of formal observations will be conducted:

a. Three (3) formal observation cycles for all non-provisional staff as follows:

Observation #1 by December 1st

Observation #2 by March 1st

Observation #3 by May 1st

b. One (1) formal observation cycle for all professional status staff to occur on or before May 1st.

4. The evaluation process is divided into two primary components or steps:

a. STEP ONE: The Formal Observation Cycle: When formal cycles are conducted, according to the deadlines outlined earlier, the evaluator(s) will employ the following procedures:

(1) The Pre-Observation - which asks two questions: what will the teacher try to do in the lesson and how is he/she going to accomplish it? Held one to three days prior to the observation, this conversation should center around the following:

(a) A statement of objective(s)

(b) The time and date of the lesson to be observed (this date may be an approximate date)

(d) Teacher concerns

(e) Materials and procedures to be used in the lesson

(f) Relationship of lesson to school, department and/or system outcomes

(g) Other pertinent data

Good practice suggests that objectives be adjusted according to the needs of the students on a particular day.

(2) The observation during which one of the observers will record an objective, running narrative of activities.

(3) The Post-Observation Conference - held one to five days after the observation will consist of dialogue between the staff member and evaluator(s) about the following:

(a) Data collected

(b) Strengths observed

(d) Specific, action-oriented suggestions for improvement

(4) WRITTEN SUMMARY-within five (5) school days following each post-observation conference, a written statement will be prepared for the participants' signatures. The summary of the post-observation conference remarks shall be organized under these headings:

(a) Strengths

(b) Areas to be developed (if appropriate)

b. STEP TWO: The Evaluation Conference (to be held not later than May 10th for non-professional staff and May 15th for professional status staff). After the last observation cycle has been completed, an Evaluation Conference will be scheduled with at least five (5) days notice provided. A copy of the Evaluation Form will be sent to the staff member within five (5) days of the conference. The evaluatee may list and initial ratings other than those given.

5. The PPEI evaluation process and its observation and evaluation forms shall be modified by the parties to conform to the duties and responsibilities of the following personnel: department chairpersons and directors, guidance counselors and psychologists, instructional technology specialists, and media center librarians/specialists. Any modification to the evaluation process for these personnel shall be noted on the forms, copies of which shall be made available to the affected faculty members within ten (10) days of the start of the school year in September.

D. OPTIONAL GOAL-BASED EVALUATION PROCESS FOR PROFESSIONAL STATUS FACULTY MEMBERS

1. During the year when the PPEI process is not required, any professional status teacher may choose the goal-based evaluation process rather than the PPEI system described in Sections B and C above. This option shall be selected not later than October 1st.

2. If a teacher elects to be evaluated through the goal-based system, he/she shall submit the appropriate number of completed goal-statement forms to the appropriate evaluator(s) who shall be obligated to consider these proposals and, if necessary, shall provide criticisms of these goals and suggestions for improving them to the teacher in writing on the goal-statement form. The teacher shall then be given one opportunity to modify and resubmit his/her original goals. All parties shall reasonably consider the goals and suggestions resulting from this dialogue. If an agreement cannot be reached within the time limits set forth in the contract and after good faith discussion between the parties, the PPEI evaluation process must be utilized.

3. The following timeline for this process shall apply:

November 1st - The teacher and evaluator agree on a set of goals for the school year. One Statement of Goal form shall be completed for each goal.

February 15th - One mid-year conference is held, and one report form for each goal is completed by the evaluator. Incomplete goals may be summarized on a single form where practicable.

May 15th - The year-end evaluation conference is held and one report form shall be completed for each goal. The May 15th date may be extended to a later date by the mutual agreement of the evaluator(s) and evaluatee.

4. The Goal-Based Process

In weighing a decision on whether to select this option, consider the following process which will govern decisions:

a. Goals will be established through mutual consent of the teacher and the administrator(s). Items for mutual agreement shall include the following points:

(1) the number of goal statements

(2) the types of goals (e.g., curriculum-related, instructional related, classroom management, professional growth, etc.)

(3) the method of assessing whether the goal has been achieved (including evidence of goal accomplishment)

(4) the timeline or check points to determine progress toward achievement

(5) the activities used to achieve the goals

b. IT SHOULD BE UNDERSTOOD THAT IF THE TEACHER AND THE ADMINISTRATOR(S) ARE UNABLE TO REACH AGREEMENT ON ONE OR MORE GOALS, THE TEACHER MUST USE THE CHECKLIST EVALUATION PROCESS.

c. The evaluator may suggest goals based on the following:

(1) Past evaluations

(2) Informal observations

(3) Formal observation cycles

(4) Other concerns of the evaluator(s)

d. The teacher may suggest goals based on the following:

(1) Past evaluations

(2) Student evaluations

(3) Self evaluations

(4) Peer evaluations

(5) Developmental supervision needs

e. During the course of the school year the evaluator and teacher might agree: 1) a goal may be dropped; 2) a goal's timeline may be adjusted; or 3) a new goal may be added.

f. By May 15th the year-end evaluation conference shall be held and one report form shall be completed for each goal. The evaluation of each goal shall be governed by these conditions:

(1) If there is mutual agreement that the goal has been achieved, the teacher and evaluator will sign the report form.

(2) If there is mutual agreement that the goal has not been achieved, the report form is signed.

(3) If achievement of the goal is in dispute and cannot be resolved, the evaluator and teacher sign the conference form and attach documentation supporting non-achievement and/or achievement.

g. Sound educational practice suggests that duplication of goals between department heads, teachers or other staff members, and principals should be avoided wherever possible. In order to prevent such a situation from occurring, each principal shall be required to publish those personal goals having staff-wide and department-wide implications by providing a copy of them to each of his/her faculty members by October 1st of each year. The same shall apply to department chairpersons and directors who shall publish their goals by November 1st of each year. This provision shall not apply to any administrator’s goal whose publication would violate the privacy of any individual staff member or administrator.

h. Sample goal statements have been appended to this Article which demonstrate how an effective goal is well written. The evaluator shall approve goal statements that reflect the following criteria:

(1) It is written in plain English.

(2) It is time bound. In other words, is there a date mentioned when the teacher hopes the goal will be achieved?

(3) It is observable.

(4) The goal is directed toward a specific activity.

(5) The goal is measurable. In short, how will the evaluator and evaluatee know whether the goal has been achieved?

(6) Goal statements that do not meet the above criteria become problematic because they do not promote clear communication between teacher and evaluator.

SAMPLE

SECONDARY TEACHERS' GOALS

(Curriculum oriented goal) 1. By February 1st design and implement a revised unit on the concept of family conflict brought about by the Civil War. The unit will include a novel and a student assignment of a three paragraph analysis of the family conflict theme.

(Instructionally oriented goal) 2. By May 1st assign three additional post-laboratory expository writing assignments (in addition to the one presently required) for the eighth grade science course. These writing assignments will concentrate on the development of editing skills.

(Curriculum and/or 3. By December 1st include one essay question instructionally oriented goal) on each unit test which will require that students

analyze the relationship between character and plot

in a short story.

SAMPLE

ELEMENTARY TEACHER’S GOALS

(Curriculum related) 1. By January 1st design and implement a unit

of science work that will utilize the science

lab. The unit will contain four hands on

activities that will be carried out by

students.

(Instructionally oriented) 2. By March 15th develop and implement a

student peer tutoring plan in which 6 sixth

grade students work with 6 fourth grade

students completing one assignment with

each student.

(Curriculum and/or 3. By May 1st plan or implement

instructionally oriented) one process writing lesson for each of the

first three terms of the current school year.

These lessons will include prewriting

activity, focused writing, drafting and

editing.

ARTICLE X

PROFESSIONAL DEVELOPMENT AND IMPROVEMENT

A. PURPOSE The Association and the School Committee agree that programs and activities aimed at professional development and improvement of staff members represent high priorities for the Westwood Public Schools. Furthermore, the School Committee affirms its obligation to provide a no cost option for teacher and other staff recertification, as provided by law.

B. PROFESSIONAL DEVELOPMENT

1. The parties agree to the creation of a Professional Development Council which shall be composed of equal numbers of members appointed by the Superintendent and the President of the Association. Efforts will be made by the parties to insure representation of each school on this council and cooperative planning involving administrators and the professional staff.

2. The Professional Development Council shall be responsible for surveying staff members about professional development needs in all subject and professional areas. It shall also create a district-wide professional development plan for the entire certified staff and update it on an annual basis. Furthermore, it shall coordinate district-sponsored or on-site courses, workshops, seminars, meetings and other activities associated with professional development and improvement. The council shall begin planning for the next academic year’s offerings by February 1st of each year and the Superintendent shall publish the draft professional development calendar to all staff members by June 1st of each year.

C. PROFESSIONAL COURSES A limitation, generally of a one three-credit professional course, shall be made for beginning teachers and two courses per semester for experienced teachers.

D. COURSE REIMBURSEMENT

The Committee shall provide a maximum of $60,000 for the reimbursement of tuition expenses incurred by teachers. Teachers shall be reimbursed for up to $500 per course, or 50% of the tuition of courses that cost more than $1,000.00, for courses taken at an accredited college, for completing courses approved in advance by the Superintendent as being related to the educational mission of the Westwood schools, provided they attain a grade of B or better. Teachers without a Masters degree may be reimbursed for up to three (3) courses per year. Teachers with a masters degree or higher may be reimbursed for up to two (2) courses per year. The total funds available in each year shall be tentatively allocated 1/3 summer, 1/3 fall, 1/3 winter, subject to actual usage patterns and distributed on a pro rata basis as requests exceed $60,000.00.

E. COURSE VOUCHERS On January 15th and August 15th of each year, the Superintendent shall publish for all staff members a list of all vouchers received by and in the possession of the School System, and shall provide staff members five (5) school days to apply for them. Vouchers shall be fairly and equitably distributed among staff members; if the number of staff members applying for vouchers outnumbers those available, a lottery shall be conducted. In the case of student teaching vouchers, cooperating teachers shall be entitled to said vouchers and may exchange them through the Superintendent’s Office. If two or more staff members claim the same student teaching voucher, a lottery shall be employed. In the event a student teaching voucher remains unused after one (1) year, it shall be offered to other staff members by the method outlined above.

F. STAFF DEVELOPMENT

1. Preamble The Association and the School Committee agree the primary goals of the System’s staff development program shall be the improvement of curriculum and instructional and other professional skills. Furthermore, the parties agree these goals shall be accomplished through cooperative planning between staff and administration.

2. Time for staff development shall take place on alternate Wednesdays beginning with the first Wednesday of the work year and shall be scheduled to take place only on those Wednesdays during the work year when schools are scheduled to be open. In addition to the aforementioned Wednesdays, two (2) of the one-hundred eighty-five (185) days comprising the work year as defined in Section E of Article XVII (TEACHER’S DAY AND YEAR) shall be set aside for further staff development.

3. The following rules shall prevail with respect to the System’s staff development program:

a. Staff development activities which take place on alternate Wednesdays at which teacher attendance is mandatory shall conclude at a time that yields a work day no longer than the 1999-2000 work day on staff development days. Effective for the 2004-2005 school year, on all Wednesday afternoons set aside for elementary parent-teacher conferences and staff development, activities shall conclude at a time that yields a work day no longer than seven hours. On all other staff development Wednesdays (fourteen per year), staff development time may be increased by ½ hour.

b. On the two full days of staff development activities to take place during a work week of a work year, teachers shall be required to be in attendance and the work day shall be no longer than it was on such days in the 1999-2000 school year.

c. Staff development shall begin on the first Wednesday of each work year with administrative meetings scheduled for that day. Except for an organizational meeting with building principals, the traditional first day for teachers shall be reserved for classroom preparation and other activities normally associated with the opening of school.

4. A staff member shall not normally be required to attend a staff development session unrelated to his/her position within the school system. A staff member whose professional development needs are not addressed during the regularly scheduled sessions (hereafter referred to as a “low incidence staff”) shall be required to create and carry out a specialized plan. This process may be accomplished either individually or with other low incidence staff members within the same department or assigned to similar tasks.

G. ON-SITE STAFF DEVELOPMENT COURSES

1. In order to provide increased intellectual stimulation for staff members, improve their professional and personal well-being, and further their acquisition of content and instructional skills, the School Committee shall establish a system of awarding professional development "units" for staff development courses that shall be offered at the end of the regular workday and during staff development time. Each "unit" shall be defined as ten (10) hours of instructional activity, with three "units" being equivalent to one graduate credit for the purpose of placement on the salary schedule. The expense for these units shall be borne by the School Committee. For purposes of teacher or staff recertification, one (1) hour of instruction shall be considered to constitute one (1) professional development point.

2. The Westwood Public Schools will offer a minimum of two (2) three-credit district sponsored courses per school year as provided in Article III, Section C. One (1) district sponsored credit shall be equivalent to one (1) graduate credit for the purposes of credit accumulation toward higher salary status.

H. Other Professional Development Opportunities For information on Master’s + 30 course requirements and curriculum development projects, please refer to Article III (SALARY AND OTHER COMPENSATIONS), Sections C and K respectively; for career exploration leaves refer to Article XVI (LEAVES OF ABSENCE), Section K; and for sabbatical leaves refer to Article XXI.

I. MENTORING

As part of its induction program, the Westwood School District may match new teachers with mentors.

Positions for mentors shall be posted and appointments shall be for a one-year period. At the end of the school year, the appointment will automatically end unless the district, mentor, and mentee agree to continue it for the subsequent school year.

It is recognized that fulfillment of duties and responsibilities of a mentor will involve use of the teachers’ preparation time, lunch time, and after school time. Any release time for mentoring functions shall be subject to the approval of the principal.

Any evaluation of the mentor’s participation and duties in this pilot program will not be part of that member’s official personnel file, but may only be utilized in conjunction with the participants of this program for analysis of its efficacy. In addition, any member who volunteers, and is selected to be a mentor, shall not be evaluated, either formally or informally, on the basis of any professional conduct or comments, either written or oral, presented as part of this program, regarding any new teacher in the mentor program.

The payment, if necessary, for mentoring activities shall be determined by the district after the study on this issue is concluded. Any compensation paid shall be on the basis of a written agreement between the district and the mentor and is hereby incorporated by reference in this agreement.

ARTICLE XI

SUBSTITUTE TEACHERS

A. In all cases of absence, the teacher involved will notify the person responsible as soon as possible, and in no case where it is possible, after 6:30 A.M. Upon receipt of this information, the Principal, or any other person designated by the Superintendent will contact a qualified substitute from the list of available substitutes furnished by the Superintendent's Office.

B. The substitute list shall be kept up-to-date, and those persons whose names are on the list shall be evaluated by the principals for whom they work in order that incompetent and undesirable personnel may be deleted from the list.

C. Efforts to find a substitute shall not be terminated until every qualified person on the list has been contacted, or attempts have been made to contact them. The Westwood Public Schools shall carry on a continuous program of recruitment of qualified and available substitutes, in order that a sufficient number shall be available when needed. Whenever substitutes are unavailable, every effort will be made to assign coverage on an equitable basis within each building.

D. On any day when one or more teachers are involved in the writing of curriculum during the school day, resulting in there being an insufficient number of substitutes available, thereby necessitating a teacher covering classes other than her or his own, such teachers shall be compensated $20 for each lost preparation period. This provision shall be applicable to any teacher at the level affected by said curriculum work (elementary, Middle or High School).

E. Any teacher who is required in writing to cover a class for an absent colleague, and thereby loses a guaranteed prep period, shall be compensated at the rate of $17.50 per period. This provision will expire on August 31, 2009

ARTICLE XII

PAYROLL DEDUCTIONS

A. Teachers will be paid in 26 equal biweekly payments with the option of receiving all remaining “summer” paychecks on the final payday in June.

B. Teacher Association dues, contributory benefit plan payments, savings bonds purchases, annuity payments and MTA Credit Union deposits may be deducted from payrolls under provisions laid down by the Superintendent. In the event that the method of payroll processing used allows less than this number of deductions, the order of preference shall be the order in which these items are listed in this Article.

ARTICLE XIII

SPECIALISTS AND SPECIAL TEACHERS

A. Both parties to this agreement are fully aware of the importance to the system of the presence of special teachers and specially trained personnel to deal with unusual or highly demanding problems.

B. The School Committee will make every effort to see that there are a sufficient number of these people in the system, especially in the fields of Special Education; Speech; Literary Specialists, and Pupil Personnel Services.

C. The Westwood Teachers' Association, through its contacts with its own members, will note any apparent deficiencies in these regards, and bring them to the attention of the Administration. Both the teachers and the Administrators will exercise constant vigilance in this important regard, not only to ensure adequate facilities, but to identify possible special needs among the students.

ARTICLE XIV

RETIRING-TEACHER INCREMENT

All teachers under contract for the current school year, retiring on pension before August 31st from the Westwood School System, will be granted a special retirement increment based upon the accumulated sick leave times $25.00 up to a maximum of $7,500.00 (i.e., maximum of 300 accumulated sick days).

PAYMENT PLAN

A lump sum payment after retirement to be added to the termination pay of the current contract.

All plans will be drawn so as to conform to the General laws and Statutes relative to education.

In the event of a teacher's death while in service the sick leave provision will be paid to his/her beneficiary.

ARTICLE XV

INSTRUCTIONAL MATERIALS

A. The teaching staff, in cooperation with the Administration, will play an active role in assuring the superior quality of instructional materials and texts.

B. Teachers shall be reimbursed for out-of-pocket expenditures related to instructional expenses, if such expenditures are pre-approved in writing. In no event shall a staff member be required to purchase materials necessary for a program's implementation or continuation. All instructional materials and equipment shall be equitably distributed within buildings upon reasonable and timely request.

ARTICLE XVI

LEAVES OF ABSENCE

A. SICK LEAVE

1. Each full-time member of the professional staff of the Westwood Public Schools shall be credited with 15 days absence from school duties annually without the loss of salary if occasioned by personal illness. Said fifteen days entitlement shall be as of the first day of work in September and proportionately as to employee's beginning during the work year. Unused leave may accumulate with no limitation.

2. Situations involving absence more than the accumulated sick leave may be given special consideration by the Superintendent and the School Committee with particular attention to length of service.

3. Sick leave, in addition to personal illness, shall include absence because of sickness on the part of a close relation: mother, father, husband, wife, children, or a permanent member of the immediate household.

4. Only recorded accumulated sick leave officially credited to each teacher as of August 31st, in any given year, will be applied to the teacher's total accumulation. No other unrecorded accumulation will apply. A medical certificate or other suitable evidence may be required for any and all absences.

B. WORKERS’ COMPENSATION

1. An employee who incurs a job-related illness or injury shall promptly file a written report of such illness or injury with his/her supervisor. An employee who is injured in the course of employment and who is sent home or to a medical facility shall receive pay for the balance of the day of the injury. Time lost during statutory waiting periods (five [5] days) in which no Workers’ Compensation weekly disability benefits are permissible may be paid by applying accrued sick leave.

2. Time lost after statutory waiting periods have been satisfied shall be paid as provided under the Massachusetts Workers’ Compensation Law (currently 60 percent). Employees may elect to use partial accrued sick leave days (40 percent) to supplement Workers’ Compensation weekly disability benefits to the extent total compensation received does not exceed their regular pay.

3. In order to have portions of unused sick leave re-credited to the employee’s account, the Workers’ Compensation disability check (not including those payments made to reimburse for medical benefits) must be endorsed to the Town of Westwood.

C. SICK LEAVE BANK

1. A Sick Leave Bank for use by eligible members of the professional staff covered by this Agreement who have exhausted their own sick leave and who have serious illness shall be established. A teacher during his/her service in Westwood will be granted five days for each year of service in Westwood.

2. Members of the professional staff covered by this Agreement may each contribute one (1) of the annual fifteen (15) days of their sick leave in order to fund the bank. The bank shall be maintained at no less than fifty (50) days. The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed twenty (20) days.

3. Upon completion of the twenty (20) day period, the period of entitlement may be extended by the Sick Leave Committee upon demonstration of need by the applicant, but shall not extend beyond the end of a school year, except that use of the sick leave bank may extend into a subsequent school year if necessary for the teacher to reach the minimum number of days required to qualify for Long Term Disability coverage. Otherwise, sick leave bank benefits shall be limited to the school year in which the disability commenced.

4. The Sick Leave Bank shall be administered by a Sick Leave Committee consisting of six (6) members. Three (3) members shall be designated by the Superintendent to serve at his/her discretion and three (3) members shall be designated by the Association. The Sick Leave Bank Committee shall determine the eligibility for the use of the Bank and the amount of leave to be granted.

5. The following criteria shall be used by the Sick Leave Bank Committee in administering the Bank in their determination of eligibility and amount of leave:

a. Adequate medical evidence of serious illness shall be presented.

b. Prior utilization of all eligible sick leave shall have occurred.

c. Length of service in the Westwood Public School System may be considered.

d. Propriety of use of previous sick leave may be considered.

e. The Committee may require that Sick Leave be repaid to the Bank.

f. The Committee shall not discriminate against any staff member with respect to pregnancy-related disabilities.

6. When the Sick Leave Bank is reduced to fifty (50) days, it shall be renewed by contribution of one (1) additional day of sick leave from each member of the professional staff covered by this Agreement. Such additional day will be deducted from the member's annual fifteen (15) days of sick leave. During the periods when contributions to the Sick Bank are accepted, a one-day maximum per member will be allowed.

7. The Sick Leave Bank Committee shall determine the time when it becomes necessary to replenish the Bank.

8. The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and not subject to appeal.

D. BEREAVEMENT

Bereavement Leave may be granted not to exceed three days without the loss of pay and in addition to any other leave. This applies to the death of a parent, sibling, spouse, child, grandchild, grandparent, domestic partner, in-law, or a permanent member of the immediate household. One day leave without loss of pay shall be granted for a teacher to attend the funeral of another family member. Extensions will be granted in extenuating circumstances, with additional days to be taken from accumulated sick leave.

E. LEAVE FOR RELIGIOUS OBSERVANCE

1. Each regular employee can be granted up to three days absence from school days without loss of salary for observance of religious holidays not regularly included in the school holiday schedule. This leave, if taken, will be considered as being in addition to sick leave. Reasonable advance notice to the individual's immediate supervisor is a prerequisite to the granting of leave for religious observance.

2. Any employee who has obtained religious leave pay contrary to the above rules and regulations through misrepresentation by him/her or by any person on his/her behalf shall be considered to have acted in an unprofessional manner and will be subject to appropriate action.

F. PERSONAL LEAVE

1. Each permanent employee may be granted three days of non-cumulative absence from school days for personal reasons with no loss of pay. Unused personal days will be credited to the teacher’s accumulated sick leave.

2. Employees are expected to notify their immediate superior at least forty-eight hours in advance for such leave to ensure no loss of salary.

3. Personal Leave will not be granted on the day or successive days immediately preceding or immediately following a holiday or vacation period, personal absence, or on a Monday or Friday separated from a holiday period by a weekend or during the first ten or last ten school days of a school year.

4. Exceptions may be granted when the Superintendent deems that unexpected circumstances warrant the granting of personal leave normally not allowed.

5. First-year teachers in Westwood will become eligible for one personal day after the first forty-five days, a second personal day after ninety school days and a third personal day after 135 school days.

6. Personal Leave will not be granted when the number of requests closes the school or hampers the operation of the building.

G. OTHER LEAVE

Leave, paid or unpaid, other than stated within the contract will not be granted for planned events or activities, unless specifically authorized by the Superintendent.

H. PARENTAL LEAVE

1. A parental leave of absence shall be granted upon request to any teacher for any purpose related to the actual or prospective rearing of a newly born or adopted infant provided that:

a. The teacher has completed three (3) consecutive months as a unit employee of the School Committee.

b. As soon as practicable after a female employee learns that he/she is expecting a child, and anticipates taking leave, that person shall inform the building principal.

c. The teacher shall notify the Superintendent, in writing, at least four (4) weeks prior to the probable date said leave or disability is to commence. At the time of the notification, the teacher shall select, in writing, one of the following options, if applicable:

(1) Option A Extended leave without pay, and as to female employees, with entitlement to sick leave benefits for certified disability due to childbearing and/or childbirth and recovery there from during the period of this leave, provided that,

(a) if the teacher is requesting extended parental leave and the leave will commence or extend into the beginning of the subsequent school year, that request must be submitted to the Superintendent at least 90 days prior to the start of that subsequent school year, except in the case of a birth or adoption occurring after April 1 of the prior school year, in which case the teacher shall give as much notice as practicable, but no less than four weeks; and,

(b) a teacher who has already been granted a year’s extended leave of absence relative to a particular birth or adoption, and who wishes to extend that leave to a second school year, must notify the Superintendent by March 15 preceding commencement of the second school year.

(2) Option B Massachusetts statutory maternity leave of eight (8) weeks with entitlement of sick leave benefits for certified disability resulting from childbearing and/or childbirth and recovery there from during the period of this leave.

2. The provisions of Option A are as follows:

a. No leave shall be more than two (2) years;

b. A teacher returning to the school system must return at

the beginning of the school year, unless he or she is granted permission to return at another time by the superintendent.

c. If a female employee's period of disability due to pregnancy, childbirth and recovery occurs immediately prior to the anticipated parental leave, the parental leave shall commence with the first day after the last day of certified disability.

d. All requests for leave under this section are irrevocable except that in unusual situations, such as infant death or miscarriage, a teacher may return to work earlier than the return work date selected in the original leave application provided that the Superintendent receives written notice at least thirty (30) days prior to the intended return. The Superintendent may require the teacher to return on the first day of the marking period following said notification.

3. A teacher who chooses Option B, but whose leave extends beyond eight (8) weeks and who is not certified disabled shall be considered on leave under Option A, and shall be required to notify the Superintendent in writing, as to her intended return date.

4. An employee requesting a parental leave of absence must indicate at the time of notification of said leave the Option selected and the intended date of return pursuant to the Option selected. An employee must notify the superintendent, in writing, at least four (4) weeks prior to the expiration of the leave of his/her intention to return to work.

5. An employee who fails to so notify the Superintendent in writing, or who does furnish said written notice, but fails to return to duty at the expiration of the leave without good reason, shall be deemed absent without leave, and the School Committee's obligation to provide a position for said employee shall cease.

6. In order for entitlement to sick leave benefits to apply for certified disability for childbirth and recovery there from in connection with additional siblings, the employee must first return to active service and be granted an additional leave of the type provided under Option A or Option B above. The parties agree that sick leave benefits for disability due to childbirth and recovery there from will not be allowed for an employee who is on any kind of approved unpaid leave of absence. In addition, employees will not be entitled to sick leave benefits for any other illness and/or disabilities incurred while on parental leave, except as provided in this Section.

7. Rights on Return to Service and Benefits

a. An employee returning to work as prescribed above shall be restored to the same position with the same status as of the date of his/her leave unless the position has been impacted by Article V, Reduction in Force.

b. All other benefits to which the employee was entitled at the time the leave of absence commenced, including any unused sick leave, shall be restored upon return to service. Only leaves of absence for which salary is granted shall be counted toward seniority and step advancement on the salary schedule.

c. Any employee returning from parental leave in any year following the one in which the leave was taken shall be advanced to the next step on the salary schedule subject to the provisions set forth in Article III, Section B of this Agreement.

I.. COURT APPEARANCES

Any member of the staff who is required by law to attend shall be granted time necessary with pay for appearances in any legal proceeding connected with the teacher's employment or within the School System.

J. JURY DUTY

Staff members called to jury duty shall not suffer loss of pay.

K. CAREER EXPLORATION

1. A teacher may apply for and may be granted a leave of absence without pay for a period of one or two years for the purpose of exploring an alternative career or teaching opportunities. The request of approval shall not be unreasonably withheld. However, no staff member shall be granted more than two consecutive work years of career exploration leave nor shall career exploration leave be granted to any staff member for the work year following the completion of any other form of non-paid, extended leave allowed under this Agreement. All leaves granted under this Section are irrevocable.

2. A teacher who desires such a leave of absence shall apply in writing to the School Committee no later than March 1st of the school year preceding the school year in which the teacher desires to take the leave of absence.

L. SUBSTANCE ABUSE PROGRAM

1. Alcoholism and drug abuse are recognized by the Committee and the Association to be treatable illnesses. Without detracting from the existing rights and obligations of the parties recognized in the other provisions of this Contractual Agreement, the Committee and the Association agree to cooperate in encouraging staff members afflicted with alcoholism and/or drug abuse to undergo a program designed to rehabilitate them.

2. If the staff member refuses to avail himself or herself of assistance, and alcoholism or drug abuse impairs work performance, attendance, conduct or reliability, discipline may result.

ARTICLE XVII

TEACHER'S DAY AND YEAR

A. A teacher's day and year includes those duties, assignments, and activities which deal directly or indirectly with the formal education of school age children. These duties include teaching assignments; academic guidance and social development of students; instructional planning; curriculum application; budgeting; recording and reporting pupil progress; control and discipline; and communications with parents and fellow professionals.

B. The division and allocation of time each teacher is involved in teaching and related services is dependent on contractual requirements, teacher specialties, interest and administrative requirements. All staff members, unless on special assignment, shall be in attendance fifteen minutes before and thirty minutes after the student's academic day. In any case, the normal workday for teachers and other staff members, as defined above, shall not exceed seven (7) consecutive hours, except to fulfill the requirements for staff development activities outlined in Section F of Article X (PROFESSIONAL DEVELOPMENT AND IMPROVEMENT).

C. Teachers of special subjects will be required to meet with classes beginning the first day of school whenever feasible. The parties agree that specialists shall have a schedule that provides a minimum of five (5) minutes between classes to the extent possible. When such schedule cannot be instituted, the teacher may request a meeting to discuss same, with the principal and Department Chair, and with the presence of a representative of the WTA. At such meeting the principal will review the reasons for the inability to arrange the schedule in order to provide the five (5) minutes between classes. If the results of said meeting are not satisfactory to the teacher, a meeting will be scheduled with the Superintendent, and all other participants, including a WTA representative, for further discussion on the reasons that the schedule cannot be so implemented. The outcome of such meetings shall not be subject to steps three and four of the grievance procedure (Article XVIII).

D. AFTER SCHOOL MEETINGS

1. In addition to the normal workday and the staff development activities outlined in Section G of this Article, members of the staff agree to participate in necessary professional activities involving a reasonable amount of time after school.

2. All staff members in each building shall be required to attend the traditional fall evening open house. Principals may excuse staff members from said open house for good cause. No staff member shall be required to attend more than one evening open house per year.

3. Any Unit A staff member whose duties normally require attendance at evening meetings or seminars in excess of those described in clause 2 above and Section G of this Article shall receive compensatory time. Elementary music teachers shall be compensated for their supervision of evening performances and recitals by being excused from evening parent conference nights.

4. In order to attend building and department meetings or participate in committee assignments, staff members may be required to remain after the end of the normal workday and without additional compensation for not more than two meetings per month, each of a duration of not more than one-half (1/2) hour beyond the normal workday or one (1) meeting per month extending not more than 1 hour beyond the regular workday. In case of an emergency, this number may be increased at the discretion of the administration. Notice to the affected staff members, together with an agenda, shall be given for any meeting expected to last beyond the end of the teacher's normal workday. Such notice shall be given at least three (3) school days in advance of such a meeting, except in the case of an emergency. Principals may excuse staff members from all or part of any such meeting for good cause.

5. No staff member, with the exception of Department Chairpersons and Directors, shall be required to participate in more than one committee assignment per year.

E. The beginning and end dates of the normal teacher’s contract shall not exceed ten months except to fulfill state law and may commence on the Wednesday preceding Labor Day. Whenever the teachers' work year exceeds 185 days, teachers shall be compensated on a pro rata basis based on their existing contracts. No teachers will be required to attend school sponsored in-service training, seminars, workshops, or other teacher training programs during the Christmas, Winter or Spring vacation periods. The first two (2) days of the teachers work year shall be set aside primarily for staff preparation.

F. OVERNIGHT SCHOOL shall be voluntary and not considered part of the regular school day or year.

G. PARENT TEACHER CONFERENCES

1. Elementary Parent-Teacher Conferences

a. Traditionally Westwood teachers at the elementary level have scheduled two parent-teacher conferences per year and others when so indicated by the parent and/or teacher. It is the intent of the Westwood School Committee and the Westwood Teachers' Association that this professional practice continue. Teachers will make every effort to schedule parent-teacher conferences at times that are reasonable and mutually convenient to the individual parent or teacher. The current system of conference and reporting to parents will be revisited once the report card committee has made its report on April 1, 2004, and the Association may propose language regarding completing of first term reports.

b. It is the intent of the Westwood School Committee and the Westwood Teachers' Association to set aside four (4) staff development Wednesdays and two (2) non-staff development Wednesdays for the purpose of facilitating elementary parent-teacher conferences. On four of these Wednesdays, teachers shall be required to be present from 1:00 p.m. to 4:00 p.m. to hold scheduled parent conferences. Teachers in each building shall be required to hold one evening parent-teacher conference in the fall and one in the spring on dates scheduled by the administration. On these evenings, all elementary staff members shall be required to be in attendance from 6:30 p.m. to 8:30 p.m. However, in the event an elementary staff person is assigned to more than one school, under no circumstances shall that person be required to attend more than two evening parent-teacher conferences per year. On the other two short Wednesdays mentioned above all elementary staff members shall be compensated for their time by being released at the normal time students are dismissed on staff-development days.

2. Secondary Parent-Teacher Conferences

It is also the intent of the Westwood School Committee and the Westwood Teachers' Association to hold one parent-teacher conference during the school year on a date to be scheduled by the administration and lasting for a two hour period. However, in the event any staff person is assigned to more than one school, under no circumstances shall that person be required to attend more than one evening parent-teacher conference per year.

H. ENFORCEMENT OF 30-DAY CLAUSE OF TEACHERS’ CONTRACT

Persons covered by this Contract are required to give a 30-day termination notice unless waived by the School Committee. Any person who fails to give said adequate notice shall have a mandatory letter placed in his file relative to the unacceptable notice.

I. CLASS AND ASSIGNMENT LISTS FOR TEACHERS

Every effort will be made to submit a class and assignment list for the following year to teachers before they leave school in June. The Administration will be guided by the interests and talents of the individual teachers in the relevancy and assignment of professional activities.

J. DUTY-FREE LUNCH

Every possible effort will be made at all levels and in all buildings in the system to provide each staff member with a thirty-minute duty-free period. In buildings where it is necessary, teacher aides will be used as part of this effort. Assignment and scheduling procedures will be such as to assure that this time is available between 10:25 a.m. and 1:00 p.m.

ARTICLE XVIII

GRIEVANCE PROCEDURE

INTERPRETATION This procedure shall be applicable only to questions of interpretation of the terms of this Agreement. No other type of question, complaint, alleged wrong, or Administrative action is intended to be covered by this procedure, nor should any such intention be adduced or inferred.

A. PURPOSE

The purpose of this procedure is to secure, at the lowest possible Administrative level, equitable solutions to problems which may arise affecting the welfare or working conditions of the teachers. Both parties agree that proceedings shall be kept as confidential as possible.

B. DEFINITIONS

1. "Grievance” shall mean a claim by a teacher or group of teachers that there have been violations, misinterpretations or misapplication of the provisions of this Agreement.

2. "Teacher" shall mean any certificated professional employee below the rank of Superintendent, Assistant Superintendent, Principal, Assistant Principal, Director of Educational Technology, Director of Student Services, Pre-K-5 Department Head of Student Services and Director of Curriculum, Instruction and Staff Development and may include a group of teachers similarly affected by a grievance.

3. "Party in Interest” shall mean the person or persons making the claim, including their designated representatives as provided for herein, and any person or persons who might be required to take action or against whom action might be taken in order to resolve the problem.

4. "Days" shall mean working school days. The days between the close of school in June and the reopening in September shall, exclusive of weekends and legal holidays, be considered as working days.

C. STRUCTURE

1. The Westwood Teachers' Association shall designate an Association School Representative for each school.

2. The Westwood Teachers' Association shall maintain a Professional Standards Committee (hereinafter referred to as the "PSC").

D. TIME LIMITS

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each step shall be considered as a maximum. The time limits specified may, however, be extended by written agreement of the parties in interest.

2. If a teacher does not file a grievance in writing within thirty (30) days after he/she knew or reasonably should have known of the act or conditions on which the grievance is based, then the grievance shall be considered as waived.

3. Failure by the aggrieved at any level to appeal a grievance to the next level within the specified time limits shall be deemed to be acceptance of the decision rendered at that level.

E. INFORMAL PROCEDURES

1. If a teacher feels that he/she may have a grievance, he/she may first discuss the matter with his/her Principal or other appropriate Administrator in an effort to resolve the problem informally.

2. If the teacher is not satisfied with such disposition of the case, he/she shall have the right to have the Association School Representative (Professional Standards Committee member) assist him in further efforts to resolve the problem informally with the Principal or other appropriate Administrator.

F. FORMAL PROCEDURES

1. LEVEL ONE - SCHOOL PRINCIPAL

a. If an aggrieved person is not satisfied with the outcome of the informal procedure, or if he/she has elected not to utilize them, he/she may present his/her claim as a formal grievance in writing to his/her Principal or other appropriate Administrator.

b. The Principal shall, within five (5) days after receipt of the written grievance, render his decision in writing to the aggrieved person, with a copy to the Chairperson of the Westwood Teachers' Association Professional Standards Committee.

2. OFFICIAL GRIEVANCE PROCEDURE

a. No claim or request for interpretation shall become an official grievance and entitled to adjudication by means of the official grievance procedure until it has been accepted as such by majority vote of the Westwood Teachers' Association Professional Standards Committee.

b. Such executive action will be rendered upon request of the aggrieved before proceeding to Level Two (Superintendent of Schools).

c. If the aggrieved person is not satisfied with the decision of his grievance at Level One, he may, within three (3) days after the decision, or within eight (8) days after his formal presentation, file his written grievance with the Westwood Teachers' Association Professional Standards Committee.

3. LEVEL TWO - SUPERINTENDENT OF SCHOOLS

a. If the Professional Standards Committee approves the grievance it shall, within five (5) days after receipt, refer the grievance to the Superintendent, but prior to so doing, the Committee shall provide an opportunity for the aggrieved person to meet with the Committee to review the grievance and to determine appropriate documentation.

b. The Superintendent shall, within ten (10) days after receipt of the referral, meet with the aggrieved person and with representatives of the Westwood Teachers’ Association Professional Standards Committee for the purpose of resolving the grievance.

c. The Superintendent shall, within three (3) days after the hearing, render his/her decision in writing to the aggrieved person, with a copy to the Chairperson of the Westwood Teachers' Association Professional Standards Committee.

4. LEVEL THREE – SCHOOL COMMITTEE

a. If the aggrieved person is not satisfied with the disposition of the grievance at Level Two, he/she may, within three (3) days after the decision, or within six (6) days after the hearing, file the grievance again with the Westwood Teachers' Association Professional Standards Committee for appeal to the Westwood School Committee.

b. The Westwood Teachers' Association Professional Standards Committee shall, within three (3) days after receipt, refer the appeal to the School Committee.

c. The School Committee shall, within fifteen (15) days after receipt of the appeal, meet with the aggrieved person and with representatives of the Westwood Teachers' Association Professional Standards for the purpose of reviewing the grievance.

d. The School Committee shall, within three (3) days after such meeting render its decision in writing to the aggrieved person, with a copy to the Chairperson of the Westwood Teachers' Association Professional Standards Committee.

5. LEVEL FOUR – IMPARTIAL

a. If the aggrieved person is not satisfied with the decision of his/her grievance at Level Three, they may within three (3) days after the decision, or within six (6) days after the School Committee meeting, request in writing to the President of the Westwood Teachers' Association that his/her grievance be submitted to arbitration

b. The Association shall, within five (5) days after receipt of such request, if the Westwood Teachers' Association Professional Standards Committee formally determines that the grievance is meritorious and recommends such action, submit the grievance to arbitration by so notifying the School Committee and the American Arbitration Association in writing.

c. The Chairperson of the Westwood School Committee and the President of Westwood Teachers' Association shall, within fifteen (15) days after such written notice, jointly select a single arbitrator who is an experienced and impartial person of recognized competence. If the parties are unable to agree upon an arbitrator within fifteen (15) days, the American Arbitration Association shall immediately be called upon to select one.

d. The Arbitrator selected shall confer promptly with representatives of the School Committee and the Westwood Teachers' Association Professional Standards Committee, shall review the record of prior hearings, and shall hold such further hearings with the aggrieved person and other parties in interest as he/she shall deem requisite, and shall render a decision in writing within thirty (30) days.

e. The scheduling of hearings by the Arbitrator shall occur on weekdays after 10:00 a.m., except at other times agreed upon by the School Committee and the Westwood Teachers' Association.

f. The costs for the services of the Arbitrator shall be borne equally by the School Committee and the Westwood Teachers' Association.

G. RIGHTS OF TEACHERS TO REPRESENTATION

1. No reprisals of any kind shall be taken by either party or by any member of the administration against any participant in the grievance procedure by reason of such participation.

2. Grievants may represent themselves at Levels Two and Three of the formal grievance procedure with or without Association assistance. Where teachers choose to represent themselves without the Association's assistance, the Association shall have the right to be present and to state its views. No grievant shall have the right to proceed to arbitration without Association approval.

3. The Westwood Teachers' Association may, if it so desires, call upon the professional services of the Massachusetts Teachers Association for consultation and assistance at any stage of the procedure.

H. MISCELLANEOUS

1. Grievance forms shall be prepared by the Superintendent and made available through the Westwood Teachers' Association Professional Standards Committee, so as to facilitate operation of the grievance procedure.

2. If a grievance involves more than one teacher, it shall be considered a class grievance. If the grievance involves teachers who do not have a common Principal, the Professional Standards Committee shall file such grievance in writing with the Superintendent, and the processing of such grievance shall be commenced at Level Two.

3. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to appeal a grievance to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

4. All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the parties involved.

5. When it is necessary for a school representative, member of the Professional Standards Committee or any other designated representative of the Association to attend a grievance meeting or hearing during the work day, said representative, upon notice to his Principal or immediate superior and the Chairperson of the Professional Standards Committee to the Superintendent, shall be released without loss of pay as necessary in order to permit participation in the foregoing activities. Any member of the professional staff whose appearance in such investigations, meetings, or hearings as a witness is necessary will be accorded the same right.

6. The Committee, upon request, shall provide copies of documents in its possession which may be necessary for the processing and consideration of grievances under this Agreement.

ARTICLE XIX

PROFESSIONAL VACANCIES AND TRANSFER

A. VACANCIES

1. When a position becomes vacant during the course of a school year, the Committee shall either fill the position for the remainder of the school year in accordance with the substitute policies adopted by the Committee on April 14, 1988 or through the election of a regular teacher. In no event shall the position be filled by a per diem substitute for more than twenty (20) consecutive work days.

2. A position which becomes vacant during the course of a school year shall be filled in the subsequent school year with a regular teacher, provided that the position has not been impacted as a result of the application of the provisions of Article V, REDUCTION IN FORCE. For the purposes of this Article and this Agreement a permanent vacancy shall be any vacancy resulting from the termination of employment due to death, resignation, retirement or discharge.

B. Whenever a professional vacancy occurs within the system, the Superintendent will publicize the existence of the vacancy as soon as it is definitely established. The notification will contain the title of the position to be filled, the job description, the qualifications required of applicants, and the salary to be attached to the position. The posting of any such position shall occur in all schools for a minimum of ten (10) days. The Association waives the posting requirement for all Unit A positions during the week before school opens in the fall.

C. In order to find the best possible person for a professional vacancy, qualified candidates from within and without the school system will be accepted on an equal opportunity basis. Meritorious service in Westwood will be recognized and promotion from within fostered through training opportunities. An appointment policy will be maintained that will encourage the application of qualified Westwood personnel and to attract outside applicants of outstanding ability.

D. No person shall be denied a position for which he has applied because of his proficiency in a position already held since this policy tends, in the long run, to drive talented and able individuals from the system.

E. Any member of the professional staff may inform the Administration of a desire to change grade level or subject area and, if the applicant is qualified, the Administration agrees to consider such requests when the opportunity arises.

F. All projected professional vacancies will be announced and posted in all schools whenever possible and as circumstances allow. However, each teacher may notify the Superintendent's Office of interest in a specific position at any time.

ARTICLE XX

ANCILLARY SCHOOL PROGRAMS AND SPECIAL ACTIVITY POSITIONS

A. In filling regular and promotional vacancies for ancillary school programs and special activity positions, every effort will be made to recruit from the Westwood Staff where assignments and responsibilities do not conflict.

B. In the operation of the Summer School program, preference shall be given to the employment of regular full-time members of the professional staff of the Westwood Public Schools. In cases where there are more applicants than there are positions, reasonable rotation of applicants will be instituted. Any class in which there are not at least eight students may, at the option of the School Committee, be canceled after one week of operation.

C. Any member of the teacher staff may be retained, at his option, for six weeks of work during the summer on any reasonable academic or administrative tasks. The length of the day for this type of assignment shall be seven (7) working hours. Although any person who is needed by the Administration may be employed, the Administration agrees to maintain, wherever possible, a reasonable rotation of personnel in this type of assignment. The pay for this type of work will be in accordance with summer salary schedules. To fill a normal or promotional vacancy in the ancillary school program every effort will be made to recruit from the Westwood Staff if assignments and responsibilities do not conflict.

ARTICLE XXI

SABBATICAL LEAVE EXPLANATION AND PROCEDURE

A. PURPOSE

The salary schedule of the Westwood Public Schools is designed to recognize successful service and encourage continuous professional growth and study. In addition to the basic schedule, the School Committee has instituted an educational leave policy to enable faculty members to take advantage of opportunities for professional study, travel or research which will benefit both the individual and the school system. Sabbatical leave may not be granted solely for advanced degrees unless residence is required or if the university is such a distance that travel would be a hardship.

B. TYPE OF APPROVED STUDY, TRAVEL, OR RESEARCH

1. Approved Study

By Approved Study is meant:

a. Study made possible through a foundation grant.

b. Graduate study at an accredited institution. Such study

is to be "directed study” in a particular field.

c. Study made possible through a federal government grant,

dealing specifically with public school education.

2. Approved Travel

By Approved Travel is meant:

Travel for the express purpose of improving one's skills and knowledge in a specific area of instruction. Such travel plans to be submitted and approved by the Superintendent.

3. Approved Research

By Approved Research is meant:

Research to be carried on under the aegis of a university, professional non-commercial organization, agency of a learned society or the Superintendent of the Westwood Schools.

C. ELIGIBILITY

Any teacher or department head who has completed at least six (6) years of full-time service in the Westwood Schools may request a leave of absence not exceeding one year for study, travel or research at full or partial pay.

D. QUOTA

The School Committee, upon the recommendation of the Superintendent of schools, may grant such leaves at a cost not to exceed one (1) percent of the total budget for instructional salaries in any fiscal year.

E. SABBATICAL LEAVE CONTRACT

Each person granted such a leave shall enter into a written agreement with the School Committee that upon the termination of such leave he/she will return to service in the Westwood Public Schools for a period twice the length of the sabbatical leave taken and that, in default of completing such service, he/she will refund to the Town of Westwood an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered. If the return to service requirement is interrupted by pregnancy in which the parental leave is granted the service time owed will be deferred until the end of such leave.

F. SELECTION CRITERIA

The criteria for selection among applicants may include the following:

1. General evaluation of teaching performance.

2. Nature of the study, travel, or research to be pursued.

3. Relative seniority in the Westwood School System.

4. Availability of appropriated funds.

5. Availability of competent replacement.

The specification of such criteria is not intended to be exclusive, nor to indicate the relative weight which may be given to any factor.

G. APPLICATION PROCEDURE

1. Application for a leave of absence for, travel, or research shall be submitted to the School Committee in writing on forms provided by the Superintendent of Schools. Such application shall state, in addition to other relevant information, the specific purpose for which the leave is requested, the period for which the leave is requested, the institution at which study or research is to be pursued, and scholarship, fellowship or other funds available for such study or research, and the amount of pay, full or partial, requested.

2. Applications may be obtained from building principals and the Superintendent's Office. They must be filled out and submitted to the Superintendent by January 1st of the school year prior to the requested leave. Applicants shall be notified by March 1st regarding final acceptance or rejection.

H. SUBSEQUENT SABBATICAL LEAVE

A person granted an educational leave of absence will not normally be eligible to apply for another similar leave of absence for a period of six (6) years.

I. SALARY

While on sabbatical leave the person will be paid at one-half the rate of his contract for that particular year, and he or she will retain tenure, retirement, health benefits, and other insurance rights during this time. Sick leave benefits will continue and accumulate in accordance with normal policy.

When returning from sabbatical leave he or she will advance to the next step on the salary schedule. The category will depend on degree obtained and credits accumulated. The person may accept foundation grants, scholarships, internships, and like awards.

1. The applicant may apply for one semester sabbatical leave at full pay.

2. The applicant may apply for the school year sabbatical leave at half pay. Deductions from salary paid during the period of such leave of absence will be made to provide coverage in the Teachers' Retirement System in order to protect the employee's service and salary record for retirement purposes. Seniority for salary purposes will continue to accrue during educational leave.

ARTICLE XXII

AGENCY FEE

Pursuant to the provisions of M.G.L. Chapter 150E, Section 12, the School Committee accepts the Agency Fee wherein the Association can assess all teachers not members of the Association an annual amount commensurate with the costs of collective bargaining and contract administration. Said Agency Fee shall be a percentage of the combined membership dues of the Westwood Teachers' Association, the Massachusetts Teachers' Association, and the National Education Association as determined by the Westwood Teachers' Association in accordance with Chapter 150E, Section 12, and shall be due and payable as of the 30th day of employment.

ARTICLE XXIII

SCOPE AND MISCELLANEOUS

A. All employees covered by this Agreement shall have at all times all of the benefits of the Agreement.

1. No employee shall be deprived of any benefit of this Agreement because of race, creed, nationality, religion, gender, marital status, age, political affiliation, sexual orientation, or handicaps as provided by law.

2. There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.

3. No teacher will be disciplined, reprimanded, reduced in rank or compensation without just cause.

a. The above shall not apply to the non-renewal or dismissal of provisional teachers in which case any rights of such teachers shall be in accordance with the Massachusetts General Laws.

b. With respect only to a professional status dismissal, a teacher may choose either the grievance and arbitration procedure or the procedure under Chapter 71, Section 42, of the Massachusetts General Laws. If arbitration is elected, the arbitrator shall be bound by the "just cause” standard consistent with court decisions.

c. In the event a teacher or other staff member is reprimanded either verbally or in writing, the situation shall be handled by the administration and School Committee with maximum regard for professional confidentiality. Specifically, reprimands shall be conducted in private and no teacher shall be reprimanded in the presence of students or parents or in the presence of any other staff member, unless that person is directly involved in the situation. With respect to the writing, typing or filing of any document associated with a reprimand, no person other than an administrator's personal secretary or the Superintendent's Executive Secretary shall be involved.

B. The Committee shall, upon request, provide the Association with any documents which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the employees it represents.

C. To the best knowledge and belief of the parties, the Agreement contains no provision which is contrary to Federal Law or State Law. Should, however, any provisions of this Agreement, at any time during its life, be held by a court of competent jurisdiction to be in conflict with Federal or State Law, then either party shall have the right to open discussions with the other party with a view to the elimination and/or modification of such provision. In the event of any provision of this Agreement thus being held inoperative, the remaining provisions of this Agreement shall, nevertheless, remain in full force and effect. If any provision which has been excluded from this Agreement, solely because of the restrictions of the Law, is determined either by a legislative enactment or by a decision of the court of highest recourse to be legal or permissible, then both parties shall meet and restore such provision to the extent permitted.

D. HEALTH AND SAFETY

1. The Committee with the assistance of the Association shall implement a health and safety committee composed equally of administrators designated by the Superintendent and teachers designated by the Association President. This body shall issue reports and make appropriate recommendations annually to both parties.

2. Written staff complaints about situations which may adversely impact the learning process, health or safety of staff or students, or school climate shall be promptly and thoroughly investigated by the administration.

3. The administration will develop a form to track the processing of staff-identified health and safety concerns.

4. Representatives of the central administration will meet annually with the WTA executive board upon request to discuss and review issues of concern related to facilities.

5. Upon request, an individual teacher will be granted a meeting with administration to discuss health and safety concerns, including those concerns related to students with records of violence and/or threats toward staff or others students and students with communicable diseases.

ARTICLE XXIV

ASSOCIATION RIGHTS

A. The Association will be provided with the names and addresses of all unit members by October 15th following the opening of school each September; and as to employees hired after the opening of school, within ten (10) days of said employee(s) appointment.

B. The Association, with prior approval, may use school facilities for Association business.

C. The Committee authorizes the use of inter-school mail to distribute non-controversial Association material.

D. In order to facilitate communication between members of the Association, Central Administration, and the Committee, the President of the Association shall be released from all non-instructional assignments to conduct Association business provided that such assignments are covered by other teachers.

E. The representatives and agents of the Association shall, with prior approval, be permitted to enter the school premises to carry on Association business.

F. Time necessary for Association representatives to attend the Massachusetts Teachers' Association annual meeting shall be provided without loss of pay through the use of professional days. The names of the representatives will be submitted to the Superintendent by the President of the Association as soon as practical, but under normal circumstances no less than two (2) weeks prior to the date of the convention.

G. CONSULTATION PROCESS: The School Committee and the Association desire to encourage the active participation of teachers in the development and implementation of the best possible working and professional conditions for teachers and other members of the professional staff, and the most effective educational programs for all students in the Westwood Public Schools. Therefore, the parties agree to the following:

1. The School Committee or members thereof shall meet, if requested to do so, with teachers and members of the professional staff once a year for consultation on matters of educational issues, curriculum programs or problems, and need for specialized educational programs. It is understood that during said consultation no party shall be required to discuss any matters which are included in this Agreement.

2. The School Committee or members thereof shall meet, if requested to do so, with WTA representatives once each semester for consultation on matters of educational issues, curriculum programs or problems, and need for specialized educational programs. It is understood that during said consultation no party shall be required to discuss any matters which are included in this Agreement.

3. The School Committee hereby agrees to meet in executive session and at a mutually convenient time with Association representatives and members of the professional staff for consultation on matters of a sensitive nature, consistent with the provisions of the Massachusetts General Laws.

4. No member of the staff shall be subjected to verbal or written reprimand, reprisal or harassment by any member of the administration or School Committee as a result of his/her initiation of or participation in a consultation.

H. ACADEMIC FREEDOM AND RESPONSIBILITY

Administrators, department heads and members of the professional staff shall be encouraged by the parties to this Agreement to demonstrate maximum regard for personal and professional ethics, including tolerance for divergent opinions, as well as principled support for and opposition to controversial educational policies. The above language constitutes a statement of philosophy and shall not be subject to the Procedure found in Article XVIII.

ARTICLE XXV

DURATION

A. Salaries will be renegotiated prior to the expiration of the existing contract with the other provisions remaining in force indefinitely, unless reopened for negotiation in Article I, Section A. The provisions of this Agreement shall constitute School Committee policy for the duration of this Agreement or until changed by mutual consent in writing. Any previously adopted policy, rule, or regulation of the School Committee which is in conflict with a provision of this Agreement shall be superseded and replaced by this Agreement. Nothing in this Agreement which changes pre-existing School Committee policy, rules and regulations shall operate retroactively unless expressly so stated.

B. It is understood that either party may propose renegotiation of any Article of this Agreement as specified in Article I or may propose the addition of Articles. No Article which is a part of this Agreement shall be changed or stricken except by mutual consent of the parties.

FOR THE WESTWOOD TEACHERS' FOR THE WESTWOOD

ASSOCIATION SCHOOL COMMITTEE

____________________________ ________________________

Richard J. Bernazzani, President John H. Gottschalk, Chairman

Date:_______________________ Date:___________________

LAYOFF WAIVER IN LIEU OF DISMISSAL

WAIVER

In consideration of treating my layoff as an involuntary leave of absence without pay for twenty-four months, the period during which I am entitled to recall rights under the Collective Bargaining Agreement between the Westwood School Committee and the Westwood Teachers' Association, and in consideration of the Westwood School Committee continuing my status as a professional status teacher during the recall period, I hereby waive any present or future rights under Chapter 71, Sections 42 and 43(a) of the Massachusetts General Laws, both now and at the end of the recall period should I not be recalled. This waiver shall only be valid until such time as I am recalled and returned to the System.

Signature:____________________________________

Date:__________________________________________

NEGOTIATING TEAMS

WESTWOOD SCHOOL COMMITTEE WESTWOOD TEACHERS’ ASSOCIATION

Keith Muntyan, Chief Negotiator Thomas J. Brown, Chief Negotiator

John Antonucci, Superintendent Brian Baylor, Westwood High School

Josepha Jowdy, School Committee Michelle Gudaitis, Thurston Middle School

Janet Schwartz, Martha Jones School

Matthew Gillis, Thurston Middle School

Donna Cantarella, Downey School

Steve Day, MTA Consultant

Side Letter-School year

“For the duration of this contract the district will not request that staff start the school year prior to September 1.”

Side letter-Elementary Workload

“In the course of bargaining for a successor contract, the WTA has articulated a substantial concern regarding the load borne by elementary teachers. The Parties have agreed that this issue is complex, and might best be addressed by a joint Study Committee. This Committee will be composed of representatives of the WTA and the Administration, authorized by each side, for the duration of the current contract, to examine the issues and jointly report their findings annually to the WTA President and the Superintendent, who shall then confer regarding the report and any appropriate next steps.”

Side Letter-Tuition Waiver

“This is to memorialize the parties agreement that a) Article III (I) ‘ Non-Resident Tuition Waiver be deleted from the contract inasmuch as the provision is no longer consistent with Massachusetts law; b) Staff who have children already enrolled as students in the system under the prior provision will be permitted to continue in the system at the applicable rate; and c) in the event that Massachusetts law changes, with the effect that Article III (I) would again be lawful, the School Committee would agree to reinstate the provision in the collective bargaining agreement.”

INDEX

ACADEMIC FREEDOM AND RESPONSIBILITY 66

AFTER SCHOOL MEETINGS 51

AGENCY FEE 63

aide 13, 15

aides 53

Alternative Longevity 8

American Arbitration Association 56

ancillary programs 1

ANCILLARY SCHOOL PROGRAMS AND SPECIAL ACTIVITY POSITIONS 59

ANNUAL INCREMENTS 6

annual meeting 65

annuity payments 42

Annuity Plans 28

Application for a leave of absence for study 60

Approved Study 60

Approved Travel 60

arbitration 20, 56,63

Arbitrator 57

ARTS TEAM LEADER 12

Assignment and scheduling procedures 58

ASSOCIATION RIGHTS 65

bargaining units 21

BEREAVEMENT 46

cafeteria plan 28

CAREER EXPLORATION 49

career exploration leave 49

CERTIFICATION 20

CHECKLIST EVALUATION PROCESS 35, 36

CLASS AND ASSIGNMENT LISTS FOR TEACHERS 53

class loads 17

class sizes 1

classes 11, 12, 13, 16, 26, 29, 32, 41, 50

coaching schedule 21

Complaints 30

CONSULTATION PROCESS 65

COURSE REIMBURSEMENT 38

COURSE VOUCHERS 39

COURT APPEARANCES 49

COVERAGE PAY 41, 42

CURRICULUM COORDINATORS 10, 12

CURRICULUM DEVELOPMENT AND CURRICULUM SALARY SCHEDULE 8

CURRICULUM DEVELOPMENT WORKDAY 8

curriculum programs 65

DEFINITIONS 53

degree program 7

DEPARTMENT HEAD AND DIRECTOR LOAD 17

Department heads and directors 17, 18

directed study 60

dismissal 31,63

dismissal of students 14, 16

district-sponsored courses 6

drugs or medications 18

DURATION 66

duty-free lunch 53

ELEMENTARY 10, 13, 14, 15, 16, 19, 25, 37, 39, 51, 52,

Elementary certification 19

Elementary music teachers 51

Elementary Parent-Teacher Conferences 39, 52

Elementary Prep-Time Committee 14

elementary specialists 14, 15

ELEMENTARY TEACHER’S GOALS 37

ELIGIBILITY 61

ENFORCEMENT OF 30-DAY CLAUSE 53

evaluation 1, 6, 12, 17, 18, 28, 29, 30, 31, 32, 33, 34, 35, 36, 41, 61

Evaluation Conference 36, 37, 38

evaluation policy 12

Evaluators 29, 30, 34

evening meetings 51

evening school 1

FACULTY LOAD 11

FALLBACK 21

Formal classes 11

formal observation cycle 33, 35

FORMAL PROCEDURES 55

Goal-Based Process 35, 36

GRADE LEVEL TEAM LEADERS 12

graduate credit 6, 7

Graduate study 60

Grievance 13, 15, 17, 30, 31, 51, 53, 54, 55, 56, 57, 58, 65

Grievance Procedure 13, 15, 17, 31, 51, 53, 55, 57

guidance counselors 2, 11, 13, 14, 16, 34

harassment 66

HEALTH AND SAFETY 64, 65

health and safety committee 64

Health Insurance 28

Horizontal adjustment 7

Increments 6

INFORMAL PROCEDURES 54,55

INSTRUCTIONAL MATERIALS 43

INSTRUCTORS FOR DISTRICT SPONSORED AND ON-SITE COURSES 9

insurance 28, 62

Insurance Plans 28

INTERPRETATION 53, 55

involuntary leave of absence 68

Job Sharing 10

JURY DUTY 49

just cause 63

kindergarten teacher 15, 16

layoff 20, 21, 68

LAYOFF WAIVER 68

LEAVE 1, 10, 19, 20, 21, 40, 43, 44, 45, 46, 47, 48, 49, 50, 53, 60, 61, 62, 68

LEAVE FOR RELIGIOUS OBSERVANCE 46

Leave, paid or unpaid 47

LEAVES OF ABSENCE 19, 40, 43, 49

LEVEL ONE - SCHOOL PRINCIPAL 55

LEVEL FOUR - IMPARTIAL ARBITRATION 56, 57

LEVEL THREE - SCHOOL COMMITTEE 56

LEVEL TWO - SUPERINTENDENT OF SCHOOLS 55, 56

Long term substitute service 19

LONGEVITY 7

Longevity payments 7, 8

low incidence staff member 40

major 8, 11, 12, 17

Masters+30 6

media-center specialists 14, 16

MENTORING 44, 45

Middle School Curriculum Coordinators 2, 18

mid-year conference 34

MID-YEAR HORIZONTAL ADJUSTMENT 7

NEGOTIATING TEAMS 69

NEGOTIATION PROCEDURE 1

non-instructional assignments 65

non-instructional duties 11, 12, 13

non-renewal 63

NON-RESIDENT TUITION WAIVER 72

Notification 20, 47, 48, 59

observation 29, 31, 32, 33, 34, 35

observation and evaluation report 31, 32

OFFICIAL GRIEVANCE PROCEDURE 55

ON-SITE COURSES 6, 9, 38

ON-SITE STAFF DEVELOPMENT COURSES 40

opening of school 40, 65

Other Professional Development Opportunities 40

OVERNIGHT SCHOOL ASSIGNMENTS 52

parent conference 52

PARENT TEACHER CONFERENCES 52

PARENTAL LEAVE OF ABSENCE 47, 48, 49

PART-TIME TEACHERS 9

Party in Interest 54

PAYMENT PLAN 43

PAYROLL DEDUCTIONS 42

PERSONAL LEAVE 46

Physical Education 2, 13, 15, 17, 26

PLACEMENT ON THE SALARY SCHEDULE 6

portfolio assessment 12

posting requirement 59

Post-Observation Conference 33, 34

PPEI 31, 32, 34

PPEI evaluation process 34

PREAMBLE 1, 39

PRE-KINDERGARTEN AND KINDERGARTEN 15

Pre-Observation Conference 32

PROFESSIONAL POSITIONS 10

PROFESSIONAL COURSES 38

PROFESSIONAL DEVELOPMENT 9, 14, 16, 38, 40, 50

PROFESSIONAL DEVELOPMENT AND IMPROVEMENT 38, 50

Professional Development Council 38

Professional Development Opportunities 40

Professional Performance Evaluation Instrument (PPEI) 31, 32

Professional Standards Committee 54, 55, 56, 57, 58

professional status 1, 2, 19, 20, 31, 33, 34, 63, 68

PROFESSIONAL VACANCIES AND TRANSFER 12, 58

provisional teachers 63

PURPOSE 28, 38, 53, 60

QUOTA 61

RECALL 9, 19, 21, 68

Recall Rights 9, 68

RECOGNITION 2

reduction in force 1, 9, 19, 20, 49, 58

Research 11, 13, 60, 61, 62

RETIRING-TEACHER INCREMENT 43

RIGHTS OF TEACHERS TO REPRESENTATION 57

Rights on Return to Service and Benefits 49

sabbatical 1, 40, 60, 61, 62

SABBATICAL LEAVE CONTRACT 61

SABBATICAL LEAVE EXPLANATION AND PROCEDURE 60

salary 1, 3, 4, 5, 6, 7, 8, 9, 19, 21, 22, 26, 31, 40, 43, 46, 49, 59, 60, 61, 62

SALARY AND OTHER COMPENSATIONS 6, 40

SALARY SCHEDULE PLAN 26

SAMPLE 36, 37

school psychologists &